5 HR challenges that haven’t gone away
Even though the Covid-19 pandemic has hijacked everyone’s priority list and diverted business focus on to a whole host of other practical and pressing issues, the challenges that faced HR leaders before March 2020 are still very much there. At a time when every business is looking at how it needs to change and adapt, maybe this is also a good time to consider those familiar challenges from the current standpoint and find ways for evolving strategies to address them going forward.
1. Reducing the HR admin burden
Many HR teams have long had to soldier on with outdated systems, an overload of data entry and manual tasks, and in some cases, too much reliance on paper filing. Since the majority of HR professionals have now had to work from home for a prolonged period, the limitations and constraints of these outmoded working practices will have come into stark focus.
A proven way to reduce the HR administrative burden is a move to cloud-based software with remote access which also has useful self-service and employee engagement functionality built-in. Some businesses will already be part of the way through a transition to the cloud simply to give their people ongoing access to the data and systems they need – so it makes sense to widen the remit and also address some of those previous administrative frustrations at the same time.
2. Employee wellbeing
Strategies for positive employee wellbeing and mental health have been high on the HR priority list for a while. Now that employees are facing uncertainty and additional pressures, the wellbeing support offered by the company is even more important.
Evolving a wellbeing strategy that has long-term benefits beyond the current crisis makes sense. Not only will it help employees to weather the current storm but there are also ongoing benefits for the business too: including improved productivity, reduced stress-related absence levels and higher engagement and loyalty from the workforce.
3.Data management and reporting
Many HR managers have historically found it difficult to draw on the vast quantities of data they hold. Management reports which were consistent, comparable and easy to pull together at short notice were not the norm. In the current climate, data insights into key areas such as working hours, absence, employee engagement and productivity are not only useful to support decision-making now, they will also be vital as businesses emerge from the crisis and look forwards.
A more up-to-date HR system with built-in reporting functionality as standard – as well as tools to assist with more complex analysis – would make reporting and data management more insightful; it would also make GDPR, gender pay gap and other legal requirements even easier to address.
4. Recruiting and retaining top talent
Finding and keeping the very best employees is an ongoing challenge for HR. It’s therefore important to acknowledge that how the business treats its staff during the current crisis will certainly have an impact on retention rates as the economy stabilises – either by inspiring further loyalty or by prompting some to take their talents elsewhere.
Now is a crucial time to look after all staff – but especially those who may well play a vital role in navigating through the next few months of uncertainty. Keeping happy those who in the past have been high performers, problem-solvers or have the magic touch with customers will certainly pay dividends. HR leaders should take some time to consider how talent is identified and assessed, what training and development opportunities are offered, and how extra effort is recognised and rewarded.
5. Work-life balance
Achieving a good work-life balance through flexible working practices was a trend which was gaining traction before the Covid-19 crisis. One of the consequences of the current situation is that many more people are taking time to think about their work-life balance and make some decisions about what they would like to see going forwards.
Employees of all ages are re-evaluating their priorities and some will be hoping that the ‘new normal’ will enable them to spend more time with family, change their hours, or work remotely for all or part of the working week. The swift changes made over the last few weeks will have enabled many HR leaders to see how more flexible options could be made to work permanently for the benefit of both the business and its employees.
Access has a range of resources available to help support HR professionals in these challenging times including supporting your people during the pandemic and achieving successful remote working.
You can also discover more about preparing your organisation and workforce for ‘the new normal’ by visiting our HR Transformation Hub.
