The COVID-19 pandemic is transforming everything in the business community, including HR management strategies and approaches. For example, remote employment quickly went from being an option for many companies to being a necessity. Given such shifts, HR teams need to accept the challenge of keeping employees both safe and informed.
At the same time, HR management professionals also need to focus on the ongoing growth of the company while maintaining a healthy profit margin. These goals can be achieved by understanding and staying ahead of the new “normal.”
The Invaluable Support of an Employer of Record
Given the pandemic shift, small to mid-sized companies need to adjust to the new “normal.” As an employer of record, Strategic Contracting Services (SCS) can support companies in the process of making these adjustments. Our goal is to help ensure and protect the ongoing success of our client companies.
The HR management experts at SCS see three ways that COVID-19 has transformed HR management now and moving forward.
1) Remote Employment is Here to Stay for HR Management
Even after the pandemic is over, remote employment is going to be a major part of the new “normal” when it comes to HR management. With the institution of the latest online platforms to heighten remote communication, being in the office seems like a thing of the past for many employees. The role of HR management in this new shift is key.
For example, how will attendance be monitored, how will job descriptions shift, and who will pay for any home-based technology needed to optimize remote employment? In future articles, we will address these questions and many more. Without a doubt, such inquiries need to be answered moving forward by HR management professionals.
2) HR Management Invests in the Online Training of Employees
A positive aspect of the COVID-19 pandemic is the recognition of the value and importance of online training courses and modules. Strategic Contracting Services has seen a major shift towards online training of employees in the past five years.
Since so many companies no longer can offer their services in person during the pandemic, they have shifted their educational and technical information online. As a result, training options are both growing and improving as competition increases. The new “normal” offers opportunities to improve employee capabilities.
The online training of employees means optimizing your workforce in the best way possible. If taken seriously and done well, online training can make a valuable employee even more valuable. At the same time, training and educational options raise morale and foster greater engagement.
3) Motivating and Engaging a New Workforce, both Onsite & Offsite
According to a number of Gallup research studies, engaged employees are both happier and more productive. Before COVID-19 in 2019, Gallup recorded that 35% of employees were “highly involved in, enthusiastic about and committed to their work and workplace.” Post-COVID-19, how can companies maintain or improve this number?
As we continue to transition and adapt to the new “normal,” companies need to come up with new incentives that will motivate their employees. For example, when it comes to benefits administration, employee co-pays could be eliminated for tele-health visits or mental health consultations can be added to plans. The stress and difficulties brought on by the COVID-19 pandemic are not going to vanish. HR management is responsible for addressing these challenges to keep workforces motivated and engaged.
Moreover, companies can address the economic difficulties suffered by many of their employees. From free access to online financial advisors to low-interest loans, small to mid-sized companies can employ limited resources that provide real help. A little investment done with precision leads to long-term benefits for small to mid-sized companies. Indeed, the positive effect on employee morale will be significant.