Why aligning HR processes to access talent availability amid pandemic is need of the hour? Find here


By
Meenaa Sharma

In these economically troubled situations where business sentiments are variable, HR plays a significant role by partnering with management to make sure that the organisation remains sustainable and at the same time ensure that appropriate steps are taken to attract, retain, train and engage its employees. While the management may expect HR specialist to work on reducing cost through economising etc.; HR will have to work diligently with management & assist on taking the right actions to ensure long-term sustenance of the organisation by ensuring talent accessibility, optimising investment, reduce redundancy & alignment of processes.

Amidst the current slowdown hiring has reduced but not stopped with the majority of on boarding happening at senior & mid-level. Hiring processes & related alignments have completely shifted to the digital mode (not discounting the human interface), which includes Talent access, identification, on boarding, induction with drastic reduction in the timelines.

Major & much needed alignment are happening across the following:


Sustaining employee morale as it directly impacts productivity : It is important to know whether employees can authentically articulate the current level of morale and if a common understanding of morale exists within the organisation. Morale is often linked to issues such as motivation, trust, leadership, fairness, commitment, and empowerment and often it is implied that morale is something that organisations must pay significant attention to.

• Processes around inducting discipline while WFH: In terms of following processes & work hours which provides business continuity & sustainability. The two words on everyone’s mind today are “Remote Working”

• Ensuring interdependability between departments: A well-defined plan needs to be phased out for effective coordination & organised planning

• Boosting employee confidence in the midst of uncertainties : An air of change and uncertainty has been present across employee mindset during these times. It is imperative to provide a clear organisation vision to build & sustain confidence in employees


Enhanced employee & internal communications: Employees are engaged when their leaders continuously provide insights & clarity to the situation in hand with constant communication


• Critical Talent Management:
The situation demands effective critical talent management & enhancing employee’s productivity in case of mediocre performance by providing them a robust program & policies to showcase future growth

• Leadership communication: Leadership now must play the role of a coach, mentor, friend rather being autocratic. People want their leaders to not only be strong, confident and decisive, but transparent and flexible enough in their leadership role to express a sense of genuine care and concern

• Employee Connect program: A constant involvement & connect with the CXO’s and Human Resource department help us understand the current need of the hour to ensure effective & sustainable engagement strategy across various levels


The author is the CHRO at Reliance Securities Ltd.



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