What is the role of HR in the face of the Coronavirus health crisis? This period is a very intense and challenging one for Human Resources professionals. The so-called « traditional » work organization has been disrupted, and within a few weeks, many companies had to find human and technological solutions to an unprecedented situation. While some of them did not wait for this crisis to initiate teleworking, this crisis has been a kind of full-scale « crash test » for companies whose organization is based on on-site work.
Teleworking generates many subjects and challenges between the company and its employees in terms of remote management, trust, performance maintenance, and social bond. Management is facing an unprecedented overhaul of its approach, and HR departments are present to support Managers and Employees in this transformation. Everyone will admit that « forced » teleworking has had a strong impact on traffic congestion. Quality of life and stress reduction are also major beneficiaries of this situation.
The challenge for HR is therefore to find the right balance between the world before and this crisis situation to create the work environment of the future that will keep the best of both. A workspace shared between the company and the home with rotating teams to maintain the necessary mixing in the workplace seems to us the best approach. Technology allows it; the solutions to be found are organizational and managerial.
What changes do you see coming in HR management? This crisis is an opportunity to rethink or accelerate the organization of work. We do not indulge in naive idealism by believing that a new world will emerge because the opportunities for modifying the organization of work vary greatly according to sectors and professions. However, in the field of services and in the tertiary professions, many adjustments are possible. Considering 30% to 50% home office would be the necessary foundation for a real transformation.
Will teleworking be the new norm? Three options are possible: a return to the world of before (disappointing and probably not desired); continuation of the current home-office mode (unlikely); a hybrid work organization drawing the best from each period (desired and feasible). It should be noted, however, that this new norm can only find its place with the support of the Luxembourg government and an adapted tax and legislative framework.
What are your main objectives for this year? To continue developing our various activities in recruitment, reference taking and HR consulting by continuing to promote our three brands: THE RECRUITER, Background Check and HR Advisory. Knowing how to attract the best resources and put in place an efficient, resilient, collaborative work organization has never been more important than now.
