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Top 5 HR Consulting Services Best Practices During COVID-19

The uncertainties of the COVID-19 pandemic have redefined how the corporate setup used to work. While work from home (WFH) has become the new normal, flexible and remote working is defined as the future of work.

The pandemic has also taught us to bring changes that were neglected so far. One such change is in regards to the Human Resource (HR) management team. The HR department has been playing a restricted kind of role in the post-pandemic era.

In fact, many firms didn’t have an HR system in place and looked for hiring some of the best HR consulting services providers. However, the COVID-19 pandemic has bought a focus back on roles that the best HR consulting services provider and HR departments can play.

As we move forward we would discuss those best practices during the pandemic for the HR services provider and HR departments to incorporate and play a wider role as per their potential.

Setting Up A Team For Quick/Emergency Response

The HR services are associated with managing the best for the employees and the employer. This is a tricky task and requires precision, situation handling, and prompt decision-making. The pandemic has shown that having an emergency response team is important for the HR managers to operate.

An emergency response team serves much of the communication and interaction between the employees and management in a quick manner. In an ambiguous situation like the pandemic, an emergency response team gathers information from all stakeholders and frames and modifies laws as per overall suitability. The team is tasked to manage remote workers, conduct meetings and discussions with employers and boards to make necessary changes, and discuss updates about the clients.  If your firm has to hire HR consulting services then they should be asked to have the emergency response team up and running.

Defining Critical Roles And Making Plans

A crisis or emergency situation requires quick distribution of responsibilities to people with critical tasks at hand. Temporary and short-term plans shall be made about work allocation and managing the workflow. There shall be a roadmap for the people managing different segments like the operations, client, sales, etc in the firm.

The roadmap of any update shall be regularly communicated with the staff under each segment. The remotely working staff shall be updated with all the information workplan, task distribution in a time-based manner. Further, as it’s a pandemic time and the employers are bound to fall ill there shall be advanced planning to manage work when certain employees are not available.

Communicate Consistently

Since the pandemic has moved things out of the brick and mortar office and the office has gone, remote communication becomes a challenge. Communication with staff on a consistent basis is very important in these stressful times. The employers should be connected regularly to help them cope with the stress and tension situation. Further, any policy change and plan shall be transparently conveyed to them.

Create a Frequently Asked Questions (FAQs) booklet containing the most asked anticipated questions of the employees and publish it on the website. Further, conduct sessions or reach out to the staff to help them identify how to detect if they are infected or not and how to reach the medical aid. Create a channel through which the employees can easily communicate their doubts about everything in a quick manner.

Take Safety Initiatives

One thing the pandemic has surely taught us is the importance of maintaining health and hygiene. This should not be forgotten and safety initiatives shall be taken to ensure the well-being of the workforce. The employee should be taught about the best practices amidst the pandemic. The importance of social distancing, wearing masks as they move out shall be explained to them. Making them understand the importance of health protocols for themselves, their families, and others.

Vaccination support would be provided to employees. That part of the workforce that has to report to the office and whose work is field-based shall be provided vaccination from the firm’s side. The remote working staff shall be encouraged to get vaccinated and they shall be reimbursed the vaccine cost in case the take does from private service providers. Create a wellness program for the staff. Try to engage them in yoga, meditation, exercise, etc twice or thrice weekly. Such plans shall be part of the weekly rooster for the HRs.

Reconsider Policies

The shift from work from the office to work from home has bought in major changes. Policies related to social security, leaves, medical, etc have to be revisited. The government has bought in new rules and extensions for firms during the pandemic. The department should closely watch such changes and make appropriate alterations in the policies.

Leave policies have to be revisited as now the employees are working remotely. Define the leave structure and clearly provide information to the staff about new leave systems. Make sure that the regular office timings, policies, and other things are maintained in alteration and there is not much pressure on the workforce. Important rules and regulations shall be communicated well in advance to the staff and their inputs shall be heard patiently. The unilateral flow of decisions shall be avoided at this time. A collaborative approach is what would work.

Conclusion

The pandemic has made it clear that the working space and lifestyle have to change forever. At a time when things are going remote and the gap in communication is there, collaboration is the idea. The HR departments are the ones who connect the employees with the management and thus, their role is crucial as we saw.

Here even hiring the best hr consulting services provider would not do the job if things are not done properly. The practices that we discussed above are some of the best and practical ones to utilize at these times. From multinationals to domestic firms these practices have been seen at work in most of the firms. The change in time demands a change in approach and that is what we discussed here. As work from home and remote working are here to stay post-pandemic these are the changes that if not made now would be due in the long run. So, why not better do it now than being late.

Originally posted 2021-06-18 18:17:59. Republished by Blog Post Promoter

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