Many companies and job titles will go through drastic changes due to the ongoing COVID-19 pandemic. The HR sector and the people working in it will undoubtedly experience some of them. Here are five things people can anticipate regarding HR after COVID-19 — as well as during it:
- Companies Will Show Employee Appreciation Differently
Even while people love working from home, many find it difficult to get through their days without the fist bumps, handshakes and pats on the back that often accompanied their most productive, successful days in offices.These changes mean HR departments may need to find alternative ways to thank employees for their hard work.
Hani Goldstein is the co-founder and CEO of Snappy Gifts, a company specializing in employee recognition products. She noted, “Working from home can be an isolating and disorienting experience for most of today’s workforce who are used to seeing their peers every day at the office.”
It’s also more challenging for employees to strike that all-important work-life balance. “Hours that were once dedicated to fun activities have been replaced with more work and increased responsibilities,” Goldstein explained. These things mean employers need to show their gratitude differently. Whether that means having team appreciation parties over virtual platforms or sending workers online gift cards, HR representatives must figure out safe, effective ways to express thanks.
- Remote Hiring and Recruitment Practices Will Gain Momentum
Some analysts predicted remote methods would change hiring and recruitment methods long before COVID-19 impacted the world. They were right to some extent, especially as HR professionals realized doing things remotely cut out potential hassles like travel arrangements. Remote platforms let companies extend their hiring and recruitment reach instead of only looking for candidates in the immediate area.
HR after COVID-19 will likely prominently feature remote platforms and approaches.
Suppose a human resources professional or recruitment expert can gauge a person’s candidacy for a role via a teleconferencing platform. That method saves time compared to bringing a person into the office.
Some remote interviews are for work-at-home jobs. However, if a person gets hired for a position at a physical location, companies may require that the new hire tests negative for the novel coronavirus before arriving.
- Contracts Will Include COVID-19-Related Specifications More Often
As professionals navigate this new normal and ponder what it means for the future of HR, they should consider how the pandemic might impact their employment contracts. For example, a company might remove a line that guarantees the worker a certain number of hours per week to work, especially if the industry will experience the effects of the pandemic for the foreseeable future.
One emerging trend — especially seen in the construction sector — concerns the addition of force majeure clauses related to the pandemic in contracts. Those cover the natural and unavoidable disasters preventing a party from fulfilling a contract’s terms. However, it is not sufficient for that entity to claim it was inconvenient to meet the contract’s terms. Courts look at several variables, including whether the conditions made working impossible.
Contracts may also state that workers must report their COVID-19 risk or agree to get screened. Drug screenings are already commonplace, and the same could become true for coronavirus tests. Legal experts and HR representatives are still working out the specifics of contracts in light of the global health crisis. However, people should expect to see some noticeable changes in contractual language soon.
- HR Representatives May Need to Reserve More Time for Training
The pandemic forced workplaces to adjust rapidly to new procedures to keep people safe. Cleaning happens more thoroughly and frequently, and many companies reduce or eliminate the time employees spend in close quarters. Customer-facing businesses also must adopt new procedures for keeping guests safe.
Human resources professionals regularly schedule training sessions. However, they may need to do that more often or for larger workforce segments due to COVID-19. Some businesses invested in robots to help workers or wearable gadgets to ensure that people stay far enough apart while on the job. It could take a while for some workers to adjust to those things, although dedicated training efforts could help.
If all or most of a workforce shifts to remote working, HR representatives may deem it necessary to plan training sessions that spell out safe practices online and give people tips for staying productive. Many employees now have to work in ways they hadn’t imagined. HR professionals cannot remove all the obstacles, but taking the time to educate the workers about what’s new could relieve the stresses they feel.
- Businesses Will Adjust Their Time-Off Policies According to Government Guidance
The need to isolate confirmed or suspected coronavirus cases poses challenges for HR professionals who may already face workplace shortages for other reasons. However, following government guidance on that matter remains crucial. Workplace leaders must also stay abreast of recent changes.
For example, the U.S. Centers for Disease Control and Prevention (CDC) recently updated the guidance about workers caring for themselves at home after symptom onset. The most recent recommendation is that people can come back to work if at least 10 days pass since symptoms began and they stay fever-free for at least 24 hours after their body temperatures initially return to normal without medication. Their non-fever symptoms must also improve.
The CDC previously set the fever-resolution component of that three-prong test at 72 hours, so the change represents a significant reduction. These specifics mean companies may begin implementing time-off periods that people can use specifically for reasons connected to the virus. Doing that keeps people safer by minimizing the likelihood that they feel tempted to work while feeling unwell.
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