The Effect of the Pandemic on HR's Importance in Organizations
From what I see, hiring was mostly frozen, and there was a lot of restructuring of organizations to reduce costs, leading to many layoffs. However, there are numerous articles on the web discussing how the COVID-19 pandemic has altered the significance of HR. In particular, an article I read asked, "Should HR be rebranded as Productivity & Ethics?"
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17From what I see, hiring was mostly frozen, and there was a lot of restructuring of organizations to reduce costs, leading to many layoffs. However, there are numerous articles on the web discussing how the COVID-19 pandemic has altered the significance of HR. In particular, an article I read asked, "Should HR be rebranded as Productivity & Ethics?"
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During a pandemic, a crisis situation affects both the industry and employees at all levels. As a result, the role of HR becomes more crucial in advising management on navigating difficulties tactfully, while avoiding statutory and ethical violations. The restrictions imposed due to countrywide lockdowns impact mobility and employment, leading to low employee morale and a halt in financial inflows to the company. In such circumstances, HR plays a vital role.
From India, Salem
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From India, Salem
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Agree with Umakanthanji, HR has indeed played a very important and intense role in managing the crisis in most companies that were shaken up because of the pandemic. Some have gone into financial crisis and have had to let go of so many people, while some have had to grow tremendously in a very short span of time to cope with the demand. The confusion with laws changing and dealing with employees who were suddenly no longer sure about what to expect.
The evolving role of HR during the pandemic
The role and intensity of what HR is expected to handle probably did become much more important than it ever was in India (and probably many other countries). They are like the "coach team" of any team sport - the team that manages, helps grow, helps skill, and helps counsel the whole organizational team.
Mental health management as a crucial HR responsibility
The other part which will also become an integral part of HR is probably managing the mental health of employees - this is also a very important aspect that isn't given enough focus by companies in India.
From India, Gurgaon
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The evolving role of HR during the pandemic
The role and intensity of what HR is expected to handle probably did become much more important than it ever was in India (and probably many other countries). They are like the "coach team" of any team sport - the team that manages, helps grow, helps skill, and helps counsel the whole organizational team.
Mental health management as a crucial HR responsibility
The other part which will also become an integral part of HR is probably managing the mental health of employees - this is also a very important aspect that isn't given enough focus by companies in India.
From India, Gurgaon
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Impact of the Pandemic on Productivity
Regarding the question finally raised in the post, the individual and team productivity of employees are bound to decrease considerably due to shop floor restrictions like limited shift workings and the maintenance of social distancing, imposed on the manufacturing sector where work from home is not possible. The monotony and lack of social interaction imposed by the WFH arrangement, restricted movement of raw materials and finished products due to transport curbs, and eventual cost escalation affecting the supply chain, along with the homeward migration of a large number of inter-state and intra-state migrant workers, contribute to this decline. Therefore, the ultimate problem for management becomes maintaining productivity levels commensurate with the degree of negative impacts created by the continual lockdown due to the intermittent spread of the Covid-19 virus simultaneously across different parts of the globe. A pandemic anywhere has thus become a problem everywhere.
The Proactive Role of HR
Here comes the proactive role of HR people guiding the top management to take business policy decisions befitting the pandemic scenario likely to last for some more quarters, possible reductions in human resource costs, temporary stalling of tempting but risky expansion programs, and effectively coordinating with the line managers in their manpower planning and production scheduling. Thus, the situation under the epidemic has inevitably culminated in a syndrome of performance and productivity issues everywhere despite the nature of the industry. Particularly, it has become a cul-de-sac in the air transport industry, leaving thousands of highly paid employees jobless.
Therefore, I would prefer to answer the query affirmatively only. Only those HR managers having a bird's eye view of the epidemic scenario, a thorough understanding of the business of the establishment, and a legal bent of mind with compassion can play their roles effectively in the present context.
From India, Salem
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Regarding the question finally raised in the post, the individual and team productivity of employees are bound to decrease considerably due to shop floor restrictions like limited shift workings and the maintenance of social distancing, imposed on the manufacturing sector where work from home is not possible. The monotony and lack of social interaction imposed by the WFH arrangement, restricted movement of raw materials and finished products due to transport curbs, and eventual cost escalation affecting the supply chain, along with the homeward migration of a large number of inter-state and intra-state migrant workers, contribute to this decline. Therefore, the ultimate problem for management becomes maintaining productivity levels commensurate with the degree of negative impacts created by the continual lockdown due to the intermittent spread of the Covid-19 virus simultaneously across different parts of the globe. A pandemic anywhere has thus become a problem everywhere.
The Proactive Role of HR
Here comes the proactive role of HR people guiding the top management to take business policy decisions befitting the pandemic scenario likely to last for some more quarters, possible reductions in human resource costs, temporary stalling of tempting but risky expansion programs, and effectively coordinating with the line managers in their manpower planning and production scheduling. Thus, the situation under the epidemic has inevitably culminated in a syndrome of performance and productivity issues everywhere despite the nature of the industry. Particularly, it has become a cul-de-sac in the air transport industry, leaving thousands of highly paid employees jobless.
Therefore, I would prefer to answer the query affirmatively only. Only those HR managers having a bird's eye view of the epidemic scenario, a thorough understanding of the business of the establishment, and a legal bent of mind with compassion can play their roles effectively in the present context.
From India, Salem
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