Focus areas for a HRM plan after COVID-19
Last updated: February 2, 2024 at 8:30 am
Our HRM cooperation group engaged in a dialogue to determine our focus after COVID-19, resulting in the creation of a longer list and a plan. After collecting additional material, these focus points emerged, which others may find useful for their post-COVID-19 work. If you have not already done this,.
Reestablish the focus on the previously created company culture, which may have weakened slightly due to the increase in remote work. Or even been forgotten. Reassessing and reinforcing organisational culture, values, and mission in the context of post-pandemic changes while managing the transition to new ways of working.
Document security: Talk about what we learn during COVID-19 in relation to document security, storage of documents, access to IT systems, access to confidential data, and information stored locally on laptops or on memory sticks.
Remote and Hybrid Work Models: Developing and implementing policies and guidelines for remote and hybrid work environments, considering employee preferences, productivity, and work-life balance.
Together again: In many companies, the management divided the company’s workforce into several teams, with some working from home and others working intermittently. Some countries divided employees into two teams to ensure uninterrupted work, with one team working from home while the other team continued working. What lessons have we learned, what has been successful, and what areas could be improved? However, distance and the situation often led to less frequent management images and evaluations, hindering efforts to restore the previous management image. How do we” get together again”?
Health and Safety: Enhancing health and safety protocols in the workplace, including regular sanitization, social distancing measures, and contingency plans for potential outbreaks.
Employee well-being: implementing mental health support and wellness programmes to address stress, anxiety, and burnout caused by the pandemic, as well as promoting a healthy work-life balance.
Skills Development and Training: Identifying critical skills and competencies needed in the post-pandemic era and providing employees with relevant training and development opportunities.
Talent Acquisition and Retention: Adapting recruitment and retention strategies to attract and retain top talent in the changing labour market while leveraging technology for virtual recruitment processes.
Performance Management: Revising performance management and evaluation processes to accommodate remote and hybrid work, focusing on employee engagement and clear communication of expectations.
Diversity, Equity, and Inclusion: Strengthening diversity, equity, and inclusion efforts to ensure a supportive and inclusive work environment, addressing any disparities that may have been exacerbated by the pandemic.
Employee Communication and Engagement: Enhancing communication channels and feedback mechanisms ensures employees feel informed, connected, and engaged, regardless of their work location.
Workforce Planning and Flexibility: Implementing workforce planning strategies to adapt to fluctuating business demands, exploring flexible staffing options like temporary or contract workers, and addressing potential skill gaps.
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