Aside from the ongoing issues with job design, performance management, analysis, workforce planning, training, and development, the HR industry is going through tough pandemic times. Whatever the future of work would be, it is the right moment for HR leaders to move from response to resilience and strategically plan modifications in work processes for the future efficiency of an organization.
Here are the three top challenges along with the adaptive solutions to consider:
1. Vanquishing Employee Duress
Keeping the workforce connected remotely during the pandemic time comes to be harder than ever. The reallocation of jobs has triggered off a massive string ofjob losses, making social-isolated employees working remotely feel in distress with a lack of job security.https://googleads.g.doubleclick.net/pagead/ads?client=ca-pub-2256351113677560&output=html&h=280&slotname=4467514077&adk=1343821737&adf=1397735559&pi=t.ma~as.4467514077&w=780&fwrn=4&fwrnh=100&lmt=1633854055&rafmt=1&tp=site_kit&psa=0&format=780×280&url=https%3A%2F%2Fcalifornianewstimes.com%2Ftop-3-challenges-for-human-resource-team%2F513051%2F&flash=0&fwr=0&fwrattr=true&rpe=1&resp_fmts=3&wgl=1&dt=1633854055891&bpp=2&bdt=1986&idt=-M&shv=r20211006&mjsv=m202110040101&ptt=9&saldr=aa&abxe=1&prev_fmts=0x0%2C770x280%2C780x280&nras=1&correlator=5680108955516&frm=20&pv=1&ga_vid=1740654664.1633854056&ga_sid=1633854056&ga_hid=1850739433&ga_fc=0&u_tz=330&u_his=1&u_h=900&u_w=1440&u_ah=817&u_aw=1440&u_cd=24&adx=77&ady=1803&biw=1324&bih=729&scr_x=0&scr_y=0&eid=44750886&oid=2&pvsid=997329552918063&pem=571&eae=0&fc=1920&brdim=116%2C26%2C116%2C26%2C1440%2C25%2C1324%2C817%2C1324%2C729&vis=1&rsz=%7C%7CoeEbr%7C&abl=CS&pfx=0&fu=128&bc=31&ifi=4&uci=a!4&btvi=2&fsb=1&xpc=7DOVvKsvQi&p=https%3A//californianewstimes.com&dtd=41
A massive shift in jobs and sales within industries, across industries and locations caused by pandemic-related issues, adds to workers’ anxiety. That never-ending health crisis spirals into a mental health downturn. Public health specialists warn that the mental health impact of the pandemic may last longer than the physical health impact.
Possible Solutions
The steps to quell duress during this hard time should include the following:
● engagingemployeesmoreactively;
● fosteringmoresocialinteraction;
● providing mental health benefits and support;
● remaining transparent about downsizing a talent pool.
2. Carrying Diversity, Equity & Inclusion into Effect
Calls for social justice have reached the C-suite, making them promote and encourage the implementation of innovative changes in employment politics. Moving from promises of diversity, equitable treatment, and inclusion to relevant actions requires some efforts from HR professionals.
Leveraging advanced HR tools for pre-employment testing and behavioral assessment tests helps to build a more inclusive and equitable workplace. The good news is that the companies sparked by the pandemic have taken advantage of rapid digital transformation. Talent evaluation and hiring decisions become more simple procedures with unbiased tech-powered solutions and an objective human-centric approach.
Possible Solutions
HR experts can create a more equitable workplace with the help of the following tools:
● Automated skills assessment testing platforms;
● Data-driveninsightsanalysis;
● Pre-employment testing platforms data identification.
3. Unbiased Laying Offs Protected by Law
According to the current employment situation summary as for July 2021, reported by the U.S. Bureau of Labor Statistics, the unemployment rate is 5.4%, where the labor force participation rate is 61.7% of the total.
HR personnel is aware of how uncertain the future can be due to the need for workforce downsizing as a default response to an unpredictable pandemic time. Laying off employees in circumstances of the economic downturn can be the real challenge, that greatly blows to employees’ morale. In the onrush of technology and tough competition context, redundancy dismissal is a must, that keeps a company afloat.
Possible Solutions
The necessity of downsizing dictates planning, managing, and implementing such the objective and legally defensible processes, as:
● skills assessment testing, quantifying employees’ job-relevant skills;
● behavioral assessment testing, evaluating cultural fit;
● announcing clearly defined and transparent criteria for further work.
Final Thoughts
The nightmares stalking each HR team member’s sleep, such as an economic downturn, a global health crisis, sinister mutations of the SARS-Cov-2 virus, social unrest, and layoffs, have become a cruel reality with new challenges to face. The plans to expand the company’s workforces or create advanced corporate culture initiatives have failed. HR teams found themselves dealing with a flurry of issues, such as fully remote teams, new workplace health guidelines, distracted and stressed employees, furloughs, and layoffs.
Some experts, being experienced in federal human resources training and job search but unable to stand out in this disruptive period, start a coaching business or join a professional or a government resume writing service as writers. A well-functioning HR team members are skilled at adapting to new challenges and keeping the organization on a route to success. Proven professionals, who choose to stay in the office, bravely rise to the challenges and do their best to solve the key issues, prototyping the new workforce models.
About the Author
Daniella Henderson
Daniella knows all ins and outs of the federal hiring process. She is excellent at job hunting strategies, starting from federal resume writing to the final stage of interview conduction.