Hi, I am working for a small IT company. The total size of the manpower is only 22. All employees are working from home due to the current coronavirus situation. Management requires a daily work report from everyone to demonstrate visibility and productivity. Given this scenario, as an HR professional, how can I ensure a daily work report since HR tasks are primarily qualitative? Could anyone suggest which HR functions I should prioritize during this remote working period?
From Bangladesh, Dhaka
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From Bangladesh, Dhaka
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Hi Partner,
There are lots of things that can be continued during the home period. But before you spring into anything, it is better to first check with your management on whether there is anything they expect HR to work on as a priority during this period. Only if they are unsure should you proceed with your ideas.
My start as an HR generalist was with a BTL marketing firm of only 16 members at the location. Most of my time was utilized in recruitment due to high attrition, followed by attendance, leaves, performance management, and exits.
In my free time, I worked on creating employee files containing details from their candidature applications, resumes, appointment letters, appraisal forms and ratings, leave records, awards, warning letters, relieving letters, etc. With hard copies stored in files, I then entered the details into the system for each employee, creating a profile. Even with only 16 employees, this was a never-ending job due to the attrition level, and the management was satisfied as each file provided a lot of data about each employee.
While working from home, I am unsure how much employee record access you may have. However, if possible, this could be an area you can focus on as it opens the door for the application of data and predictive analytics in the future.
From India, Bengaluru
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61There are lots of things that can be continued during the home period. But before you spring into anything, it is better to first check with your management on whether there is anything they expect HR to work on as a priority during this period. Only if they are unsure should you proceed with your ideas.
My start as an HR generalist was with a BTL marketing firm of only 16 members at the location. Most of my time was utilized in recruitment due to high attrition, followed by attendance, leaves, performance management, and exits.
In my free time, I worked on creating employee files containing details from their candidature applications, resumes, appointment letters, appraisal forms and ratings, leave records, awards, warning letters, relieving letters, etc. With hard copies stored in files, I then entered the details into the system for each employee, creating a profile. Even with only 16 employees, this was a never-ending job due to the attrition level, and the management was satisfied as each file provided a lot of data about each employee.
While working from home, I am unsure how much employee record access you may have. However, if possible, this could be an area you can focus on as it opens the door for the application of data and predictive analytics in the future.
From India, Bengaluru
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Hi Dear,
Thanks for your reply. Actually, I know my management will reply to me to create my own work. This is the critical area that I am facing. From home, it is quite difficult to create and access personal files. That is why I was looking for some more suggestions/insights from all. How are others maintaining their daily work schedule?
From Bangladesh, Dhaka
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Thanks for your reply. Actually, I know my management will reply to me to create my own work. This is the critical area that I am facing. From home, it is quite difficult to create and access personal files. That is why I was looking for some more suggestions/insights from all. How are others maintaining their daily work schedule?
From Bangladesh, Dhaka
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Hi,
My problem is also the same. I have 5 years of experience in HR. The total strength of my company is 20. Apart from payroll, I do all other work, but now, as we are working from home, compared to other department people, my workload is less. Due to the Covid-19 pandemic situation, recruitment activities are frozen, so I can't even engage in recruitment, which is a major part of HR. Please suggest how I can stay productive during WFH.
From India, Pune
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My problem is also the same. I have 5 years of experience in HR. The total strength of my company is 20. Apart from payroll, I do all other work, but now, as we are working from home, compared to other department people, my workload is less. Due to the Covid-19 pandemic situation, recruitment activities are frozen, so I can't even engage in recruitment, which is a major part of HR. Please suggest how I can stay productive during WFH.
From India, Pune
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Hi,I’m working for a construction company in Hyderabad. Some depts like design,sales,HR are working from home in this situation. But how can I calculate or monitor for site staff.
From India, Hyderabad
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From India, Hyderabad
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Hello, everyone,
I am Nidhi Jain, working in the HR profession since 2013. I would like to suggest some roles that you all can implement. Please have a look:
1. Create designs for engagement activities like Birthday emails, working anniversary emails, etc.
2. Plan out some award names as well as activities.
3. Prepare presentations on topics such as company introduction, PF, ESIC, PT, etc.
4. Design standard documents for onboarding.
5. Policy design.
I believe these suggestions would be helpful.
Thank you.
From India, Ahmedabad
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I am Nidhi Jain, working in the HR profession since 2013. I would like to suggest some roles that you all can implement. Please have a look:
1. Create designs for engagement activities like Birthday emails, working anniversary emails, etc.
2. Plan out some award names as well as activities.
3. Prepare presentations on topics such as company introduction, PF, ESIC, PT, etc.
4. Design standard documents for onboarding.
5. Policy design.
I believe these suggestions would be helpful.
Thank you.
From India, Ahmedabad
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No worries Partners,
This means that it is time you start investing time in creating a performance management model with the help of the project managers and the team leaders on the process now.
With company revenues having been hit hard, there is the chance that the company would want to trim down on costs and ensure there is maximum employee utilization or options to reduce headcount.
Right now, if you are stuck at home, you can use this chance to reach out to managers via calls and emails with questionnaires on the critical areas of their work process and ask them about the performance criteria they prefer for resources on the job.
From the inputs that you get from a number of managers, you can analyze these and create a trendline or model as to what different process managers consider as critical areas and what are the performance criteria and benchmarks that they prefer.
The parameters can be about skill sets, abilities, attitudes, etc. Even the current resource-related challenges that the managers face can be noted.
Now after you have all the inputs you need and have data on managerial expectations, your next step would be to reach out to the executive employees and have discussions with them on how they feel about their work and about the expectations and their perceptions of how they work.
This is going to finally give the details on the gap between perceptions of managers and their reportees. The gaps are what costs the organization process and revenue issues.
So, when you submit reports time to time to the management on your findings, they find these inputs useful because they are first-hand inputs you have taken directly from the employees.
The process is a long one, but definitely a process that you can do from home.
From India, Bengaluru
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This means that it is time you start investing time in creating a performance management model with the help of the project managers and the team leaders on the process now.
With company revenues having been hit hard, there is the chance that the company would want to trim down on costs and ensure there is maximum employee utilization or options to reduce headcount.
Right now, if you are stuck at home, you can use this chance to reach out to managers via calls and emails with questionnaires on the critical areas of their work process and ask them about the performance criteria they prefer for resources on the job.
From the inputs that you get from a number of managers, you can analyze these and create a trendline or model as to what different process managers consider as critical areas and what are the performance criteria and benchmarks that they prefer.
The parameters can be about skill sets, abilities, attitudes, etc. Even the current resource-related challenges that the managers face can be noted.
Now after you have all the inputs you need and have data on managerial expectations, your next step would be to reach out to the executive employees and have discussions with them on how they feel about their work and about the expectations and their perceptions of how they work.
This is going to finally give the details on the gap between perceptions of managers and their reportees. The gaps are what costs the organization process and revenue issues.
So, when you submit reports time to time to the management on your findings, they find these inputs useful because they are first-hand inputs you have taken directly from the employees.
The process is a long one, but definitely a process that you can do from home.
From India, Bengaluru
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Dear All,
I am delighted to hear a lot from all of you about "How an HR person can work from home."
HR is indeed a vast field, and HR personnel are always busy with tasks such as attendance, salary, grievance redressal, etc. However, we now have the opportunity to expand our job responsibilities. Here are some suggestions:
1) Designing various forms/formats to be updated in personal files.
2) Reviewing and updating Appointment Letters/Confirmation Letters/Transfer Letters.
3) Reviewing the company's existing HR policies, designing new policies, and updating existing HR policies.
4) Making amendments to labor laws if necessary and implementing them.
5) Designing/reviewing KRAs of employees.
In addition to these extra tasks, as an HR professional, you can design and introduce daily/weekly/monthly performance evaluations for all your employees working from home. By reviewing KRAs and distributing work among employees, your management may approve this approach. You can continue these regular tasks while working from home because the priority now is to ensure the company's work is completed consistently and evaluate employee performance while they work remotely.
HR can play a significant role in monitoring the daily/regular work performance of employees.
Regards,
SONIYA BHARDWAJ
From India, Pune
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I am delighted to hear a lot from all of you about "How an HR person can work from home."
HR is indeed a vast field, and HR personnel are always busy with tasks such as attendance, salary, grievance redressal, etc. However, we now have the opportunity to expand our job responsibilities. Here are some suggestions:
1) Designing various forms/formats to be updated in personal files.
2) Reviewing and updating Appointment Letters/Confirmation Letters/Transfer Letters.
3) Reviewing the company's existing HR policies, designing new policies, and updating existing HR policies.
4) Making amendments to labor laws if necessary and implementing them.
5) Designing/reviewing KRAs of employees.
In addition to these extra tasks, as an HR professional, you can design and introduce daily/weekly/monthly performance evaluations for all your employees working from home. By reviewing KRAs and distributing work among employees, your management may approve this approach. You can continue these regular tasks while working from home because the priority now is to ensure the company's work is completed consistently and evaluate employee performance while they work remotely.
HR can play a significant role in monitoring the daily/regular work performance of employees.
Regards,
SONIYA BHARDWAJ
From India, Pune
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Hi All,
Nice to know various views on the HR role during Work From Home. I feel Soniyaji has covered most of the points as I do as GM- Training and HR. In addition, you can do the following:
1. We have an attendance system through Teams Software. It's easy to download and safe to use by all team members. Thus, you can keep track of each one.
2. Conduct capacity-building sessions internally. Based on the team's performance over the last 6 months, identify topics they need to develop and ask them to prepare a PowerPoint presentation and present it in a group via Teams software. Seniors can guide them, and others can raise questions through chat. It's an excellent way of learning.
Thanks and Regards,
Devashree N
From India, Pune
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Nice to know various views on the HR role during Work From Home. I feel Soniyaji has covered most of the points as I do as GM- Training and HR. In addition, you can do the following:
1. We have an attendance system through Teams Software. It's easy to download and safe to use by all team members. Thus, you can keep track of each one.
2. Conduct capacity-building sessions internally. Based on the team's performance over the last 6 months, identify topics they need to develop and ask them to prepare a PowerPoint presentation and present it in a group via Teams software. Seniors can guide them, and others can raise questions through chat. It's an excellent way of learning.
Thanks and Regards,
Devashree N
From India, Pune
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