The HR function: an essential link for the company during the health crisis
Maintaining effective social dialogue, implementing remote work and short-time working, ensuring time management, and maintaining managerial connections: these have been the missions of HR professionals for several months. Indeed, the HR function has been greatly expanded as it has taken on several additional roles, becoming more indispensable than ever. For years it had been complaining about being confined to administrative tasks! Things are different now! The HR function is now in full swing and must respond to various challenges.
Moreover, this unprecedented epidemic crisis seems to have strengthened the ties between general management and human resources. Indeed, general management now relies much more on HR’s proposals. Will the HR function succeed in meeting these challenges? After interviewing several HR professionals, it appears that they feel much more listened to and valued than in previous years. It took a global health crisis to realize this! Thank you, COVID-19! However, caution is needed: this does not mean everything is perfect. Indeed, some of them still feel exhausted by this episode and face an uncertain future.
Finally, let us note that this quarantine has caused serious consequences within companies, and the HR function must continue to support employees through this transition.
The HR function: supporting employees and organizations!
The COVID-19 crisis has demonstrated that the HR function is at the heart of organizations and has become one of the executive committee’s operational arms. Regarding employee support, it is their responsibility to reinvent skills management and adapt organizations in line with new operating methods. But that is not all; the priorities also include:
- Making new work methods sustainable
- Learning lessons from the crisis as well as from the “new” role and organization of the HR function
It is also imperative to take into account the evolution of work behaviors and adapt current tools. Anticipation, communication, and flexibility are the watchwords of HR professionals!
Furthermore, HR professionals must maintain social connections and develop the skills of everyone without exception. In addition, employee well-being must now take center stage regardless of the situation!
Finally, the role of the HR function will be to ensure more than ever that the human dimension is not forgotten. It must strive to place the individual at the highest level and gain the support of the entire company!
Toward a new HR function?
The practice of remote work and the new exceptional measures applied within companies have significantly changed working conditions. Indeed, it has become essential to “digitalize” HR processes. It is a matter of necessity!
To achieve this, HR departments will need to reassess all work organizations, HR policies, and tools to offer employees a new experience combining the human element and digital technology. Moreover, the least digitally-minded HR professionals discovered with ease how to work using digital tools. It was about time! Digitalization now supports HR in times of crisis!
Additionally, digitalization will help the HR function free itself from time-consuming tasks and refocus on the company’s strategic objectives. In other words, the health crisis is accelerating the digitalization of the HR function to make it more agile, particularly in crisis management.
Furthermore, organization and adaptability are two soft skills that the HR function must take into account and reinvent if it wants to stay in the race! It must take a strategic turn in supporting employees by capitalizing on the sharing of best practices. The HR function itself must also review its own organization starting today!
Finally, in some companies, it should be noted that this crisis may not transform the HR function but rather innovates it!
In any case, the COVID-19 crisis is truly driving an evolution in organizational priorities as well as in HR missions for the years to come. Many HR Directors anticipate an “accelerated digitalization” of the company as a positive consequence of this crisis. Moreover, their creativity is being showcased during this very unique period! Ultimately, what is certain is that this period will likely leave indelible marks on the HR strategies of tomorrow.
As you will have understood: the health crisis has reshuffled the cards for HR professionals by offering them a central role within the company. Let us hope it will hold up, as the challenge will be to maintain this new position! To be continued…
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