Human Resources Management in Pandemic By HRMS Software

 

Human Resources Management in Pandemic By

HRMS Software

The global employment landscape has been transformed due to the Coronavirus Pandemic. Many companies have not been able to bear closure due to confinement and others have seen their income totally reduced due to the drop in consumption. Those that have remained standing are those related to essential services and those that have been able to offer their products and services digitally. In all this time, the organizations that have best adapted to the new circumstances are those that have managed to provide an agile response to needs and those that have consolidated their digital transformation.

If something has become clear in recent months, it is that the internal structure of a company is key when facing a crisis of any kind. And in that structure, workers occupy a central position; it is the most precious resource of any business. For this reason, the role that HR is currently playing is essential for the smooth running of companies.

The uncertainty that the near future holds for us forces us to generate several possible scenarios in which face-to-face assistance and teleworking of the staff are combined. Which processes can go fully digital and which can only be performed physically? How to make all that change agile? To overcome these challenges you have to analyze the skeleton of the company to its foundations.

DIGITIZATION AND AGILITY, THE KEYS TO ADAPTATION

As we mentioned above, the companies that are leading the digital transformation process are the ones that are best adapting to the changes caused by the pandemic. Digitization and the use of HRMS Software affects two fundamental areas of action: on the one hand, that products and services can be offered online and, on the other, that the staffs can telework. Likewise, it is important that team leadership and all that goes with managing human resources can be done remotely.

The other adaptive key has been the ability to respond quickly to new circumstances. In this way, companies that are governed by agile methodologies have been able to react. Implementing these forms of organization means structuring processes in a modular way and giving staff much greater self-management capacity, which means completely changing some forms of leadership anchored in the past and eliminating useless bureaucracy. 

In Human Resources Management in times of COVID-19, we have collected all this panorama to propose lines of action that any HR department can put into practice . The work of these departments is essential for companies to develop a speedy recovery and adapt quickly to new circumstances.

Thus, we treat the recruitment and on-boarding phase commenting on RPA or process automation technologies, the opening of communication channels to improve the incorporation of new employees and the ability to adapt to change as one of the most demanded after the lockdown.

On the other hand, we talk about team leadership, insisting on the implementation of agile methodologies, enhancing the interconnection channels between all members and empathizing with the situation that the staff is coping, without losing the need for a direction. In this sense, we also address performance evaluation and how to control the workforce from a distance.

Finally, we must not forget that the motivation and engagement work that has already been done cannot be jettisoned , precisely at these times when it is most needed. The compensation systems must be reviewed to adapt them to the new situation and some aspects of continuing education and career plans must be restructured .

AUTOMATED AND OBJECTIVE EVALUATIONS

The use of artificial intelligence (AI) techniques helps to measure, control and improve the performance of people in their respective jobs. Thanks to this, objective information is available to manage the staff of an organization according to their requirements and needs. For this to be the case, the best option is to automate these assessments with a solution such as People, one of the modules of the HRMmitra by Unistal for human resources.

Five key characteristics contemplated in this module come into play in performance evaluation: analysis of the results obtained by each employee, detection of training needs, and evaluation of the internal selection and promotion system. Along with these formal aspects, it also considers whether the remuneration policy is adjusted to the results and helps in the planning of human resources from the worker to the management.

Likewise, the Talent Management module IA by aggity allows the company to have a selection tool within its own website. Thanks to the application of predictive algorithms, it is possible to interpret free texts and extract the most relevant characteristics of each employee. Artificial intelligence allows, in this case, interaction with assistants who establish conversations based on cognitive analytics.