HR news, advice and legal monitoring

In recent years, transitional management has gained significant momentum. Indeed, the status of this profession currently mirrors the business world: in constant motion! The profession is becoming more structured and its use clearer. The main objective for the transitional manager is to carry out their missions with the greatest flexibility, without legal constraints.

The COVID-19 crisis has profoundly disrupted the functioning of companies and the HR function is no exception. Forced to work remotely, HR teams have had to adapt quickly and rethink their role and their processes.

The world of work is undergoing profound changes. The pandemic has accelerated digital transformation and forced companies to rethink their organizational model.

With the lockdown last spring, remote work experienced a rapid acceleration in companies. Indeed, the global pandemic linked to COVID-19 forced all companies that could into remote work. While it was implemented in an emergency during the first lockdown, by the second one, companies were relatively well prepared.

The year 2020 was a transformative year due to the COVID-19 epidemic crisis. It forced the human resources department to entirely modify its strategy and rethink its vision of the future. It also accelerated digital transformation to the maximum. However, how can human resources lead change in such an uncertain environment?

It is essential for a company and its employees to have a performance evaluation system. Indeed, how can you measure talent, organize teams, or understand your organization if you don’t take stock regularly? Therefore, any company that does not have such a process, or that finds its current system ineffective.

For many years Boost’RH has been producing Individual Social Statements (BSI) for its clients. A partnership with WINCHApps now integrates these services.

Even though it has been demonstrated that the current COVID-19 epidemic has created stronger bonds than before between the human resources department and employees, the latter still don’t dare tell them everything! What are the main reasons? How is the HR function perceived by employees today? How do HR professionals view their own actions?

We share with you the very practical guide prepared by ANDRH (Association of French HR Directors) for all HR professionals managing reconfinement.

The unprecedented context of the COVID-19 crisis has plunged many companies into remote work for several months, simultaneously imposing remote management. Since some employees have returned to on-site work, a clear observation has emerged: partial or total disengagement! The company’s role is now to re-engage them. How should it go about it?