HR practices – From the ‘new normal’ to a ‘new future’

Author : Piyana Bandopadhyay - VP HR

The COVID-19 impact on business continuity and organizational processes has been huge. Now, when businesses have re-opened, things are no longer the same, and the onus is on the Human Resource professionals to keep the ball rolling with the same efficiency. There is a greater need for trust, resilience and flexibility in business operations. Here are some of the key areas that the HR department will need to focus on in the post COVID-19 world. 

The world of corporate operations has changed drastically, and the good old-time record- based attendance systems are being revamped. Some organizations are following a staggered shift approach with different timings in place for employees in batches to limit numbers. Most organizations opt for alternate days in office. In any of the above scenarios, it becomes important for the HR personnel to ensure that there is always an optimum presence of employees and work isn’t hampered. Remote logins have been made available for employees to mark their attendance while working from home. Herein a certain number of employees depending upon their roles and responsibilities work remotely whereas the others work from the office premises. With voluntary and in some places, mandatory, curbs on the number of employees present in office, the focus is now on hybrid attendance, creating a performance supporting a high trust  work environment powered with self-discipline and collaboration .

High performing teams originate from individuals whose personal goals are aligned to the company goals and they trust their company leadership.  This happens when the message of the company, "being there," for its people is clearly communicated. HR plays a crucial role in conveying this message that for employee wellness, growth and all hard times the company is there for its people. 

This feeling of being trusted and in turn employees' trust in the leadership is directly linked to their wellness and has assumed great relevance in the post-pandemic world. In a scenario where the employees are working remotely and neither the HR nor the leadership is available on-site, it is imperative for HR to use technology to convey the message that they are always available and ready to support. By doing so, HR leaders can make teams more resilient, responsible and responsive to the organizational needs. Today, there are technologies to assist the HR in listening to their employees and coming up with effective solutions through informal and frank conversations with them. 

Employee portals can be integrated with Mihup’s futuristic voice-operated AI support tools that are phonetically programmed to understand the words as well as the context of the employees and provide them with effective guidance and support. 

Mihup offers better tools to map performance expectations, review and gauge gaps in expectations and offer solutions in promoting and enhancing performance centric culture.

COVID-19 has made it necessary for organizations to innovate in terms of thought as well and creativity. Out-of-the-box solutions are the new norms of the day. By bringing in diversity in the workforce, HR leaders can expand the horizon of thought, experiences, habits and practices in the company. In an era of global business operations, such diversity can make them better prepared for future expansion compared to businesses which continue to operate with limited gender and ethnic diversity.

HR in 2021 is going to be as different from that in 2019 as apples are from oranges. It is in the best interests of the organizations for leaders to be ready to deal with the ‘new normal’ in the ‘new future.’