Future of HR in the Post-Pandemic Era

 

With the break out of COVID-19, HR groups all over the world are trying to create a substantial and people-first response to the crisis, all while handling a surplus in circulation of details, reducing daily company operations and limiting the concerns of their terrified workforce.

The lockdown has heralded a paradigm shift in what has become the 'brand-new normal' - overnight transitions from offices to virtual offices magnified the seriousness for digitization of the HR role, which was undoubtedly missing from many service organisations before the worldwide health crisis. The primary areas of focus in which HR has been included can typically be divided into 2 primary categories:

Company continuity preparation

Digital transformation is accelerating - and in numerous scenarios, businesses are having a hard time to keep up. The progressing technology and need to automate is advancing faster than the HR can upskill or recruit employees, making vital HR functions hard. It drastically interrupted the HR functions with significant effects anticipated to percolate into the post-COVID situation by throwing light on the need to be prepared and be resilient for long-term survival for both the corporates and the staff members.

Turning an HR crisis into an opportunity

We are all knowledgeable about the cost-cutting and the negative effect of COVID on the job market owing to company connection strategic strategies. However I want to steer far from those and discuss some of the welcoming modifications that opened doors to brand-new opportunities in the job market- especially in the IT sector.

The WFH design has been welcomed with open hands by the employees of the IT sector- the new method of work has encouraged housewives to sign up with back in the labor force, allowing them to stabilize work and household. I hope to see a boost in women's contribution to nationwide growth after COVID as a result of WFH. WFH has also shed the geo-location barriers, now village candidates have equal job opportunities in big metro cities. This is how the job market dynamics are altering in and after COVID-19. However this is one aspect that we can elaborate over some other day.

Amidst all the humdrum, the interruption of operations led companies to rely extensively on technology for a vast array of daily functions that not only guarantee the staff members productivity and continuity of work however also tools that make crucial HR, IT, and Finance operations efficient. That's right, custom-made HR innovations - virtual onboarding, workforce hiring, upskilling workers, evaluating efficiency, determining employees' sentiment and making remote working enjoyable.

A quick google search can inform you that the most sought-after job facing 2020 is Software Development. However, the skill pool reasonably short provided with software application designers has forced the companies to turn towards their existing skill, empowering them to become 'person developers' or users who produce company applications by utilizing IT approved tools.

With these accessible tech tools, the barrier to entry (for app development) has gone down and the HR managers are at an interesting point to the source and cultivate skills the organization requires to flourish. Luckily, this has become progressively available with no-code and low-code platforms that make process automation and development more accessible to staff members irrespective of their technical disposition, more triggering some terrific tools provided by the most non-technical but business-sound employee.

The pandemic has highlighted how many firms are steadily increasing investments into HR technology, acknowledging the need for flexibility and dexterity in their company models. From the staff member's perspective, it translates to the fact that corporates are increasingly seeking an agile and versatile workforce with more comprehensive ability.

Experiencing the low-code transformation

But it does not simply stop at that; these HR executives/Talent acquisition heads themselves deal with getting these low-code tools to rapidly release the digital tools needed for digital transformation in their functions.

Low-code platforms allow organization users or designers to create services at speed, without needing to write numerous lines of code and they can take on various service disturbance circumstances amidst the coronavirus crisis. Low-code empower organisations by overcoming the unavailability of professional designers, substantial development timelines and cost amid the adverse circumstances.

We have seen a rise in the adoption of apps for a few of the use-cases of HR in the middle of the crisis period for company connection. A few of them are:

Virtual hiring and recruitment: Companies have embraced virtual speaking with software applications to employ candidates. Lots of companies who have currently embraced teleconferencing innovations were currently ahead in the curve of better handling their organization throughout interruption.

Onboarding: After recruitment, standard onboarding practices have been replaced by virtual onboarding robust apps to work in an increasingly digital office.

Training and advancement: To impart training to the recently hired prospects and existing workers, conventional advancement centres have been replaced by virtual advancement centres to perform succession preparation and put skilling and reskilling on the fast lane without obstructing scalability.

Organizations remain in a necessary need to re-imagine their skill landscape, especially their talent recruitment strategy to cruise over the current crisis in addition to prepare for the future. HR managers and leaders are counting on low-code technology that can accommodate the huge shift that has led to new ways of doing things, changing work functions and manoeuvring a vibrant recruitment market.

It may take quite a long time post-COVID-19 for economic reboot and operating organization. The new typical may demand organizations to change their job market techniques in addition to the altering complexities of the workplace.

Post-pandemic period will become a testament to a brand-new start, organisations enduring this battle will obtain benefit from a retooled and restored HR. The entire lifecycle of staff members will experience restructuring and improvement, paving the way for an agile and streamlined HR options that will lead services towards continuing success.