04 Aug 2022
The COVID-19 epidemic altered worldwide labor markets in 2020. Millions of individuals were furloughed or lost their jobs, and others quickly adjusted to working from home as offices closed. Much additional personnel were deemed necessary and continued to work in hospitals and grocery shops, on garbage trucks, and in warehouses, but with new processes to limit the spread of the novel coronavirus.
HR leaders must reconsider workforce and employee planning, management, performance, and experience strategies as the pandemic disrupts major work patterns.
For those executives, the new objective now is to examine the impact of each HR trend on their organization’s operations and strategic goals. They also need to identify the demands to which actions have to be executed immediately, and what impact these HR trends have on the organization’s goals and needs after the pandemic.
It is essential to maintain the employer’s brand while finding the right talent for the organization. The RPO service provider knows this very well and finds the right talent who would be able to maintain the integrity and brand value of the organization.
REMOTE WORK GAINS POPULARITY
According to a recent Gartner poll, 48 percent of employees will likely work at least part of the time after COVID-19 remotely, compared to 30% prior to the pandemic. To explore the fundamental competencies, employees will need to collaborate digitally as firms migrate to more remote work operations, and be ready to alter employee experience initiatives. Evaluate whether and how performance goals and employment agreements should be relocated to a distant location.
EXPANSION OF DATA COLLECTION
According to the recent Gartner study, 16% of companies are increasingly employing technology to monitor their employees, including virtual clocking in and out, tracking work computer usage, and monitoring employee emails or internal communications/chats. While some companies monitor productivity, others monitor employee engagement and well-being to acquire a deeper knowledge of the employee experience.
It is known that before the pandemic, people were habituated to following the traditional pattern of recruitment, which was slow, time-consuming, and costly. But post-pandemic employers realize that a lot more can be achieved through remotely operating workforce paving way for the modern process of recruitment – Recruitment Process Outsourcing (RPO) wherein organizations partner with recruitment organizations providing offshore support making the delivery process more efficient and effective.
Following this trend, will not only help companies to save time, effort, and money, but will also help them get stellar resources in the shortest time. Make sure to partner with the best recruitment process outsourcing companies, so that employee data and analytics are used responsibly.
EXPANSION OF CONTINGENT WORKFORCE
As a consequence of the pandemic’s economic impact, several corporations slashed their contractor spending, however, this has since changed. Organizations will continue to deploy contingent workers beyond COVID-19 to preserve workforce flexibility, according to Gartner, and they will investigate implementing additional job models seen during the epidemic, such as talent sharing and 80 percent pay for 80 percent labor.
CORPORATE SOCIAL RESPONSIBILITY- EMPLOYERS WORKING TOWARDS CREATING THE SOCIAL SAFETY NET
It is observed that post-pandemic, employers are increasingly participating in their employees’ financial, physical, and mental well-being. There are numerous organizations that aided the community by moving operations to manufacture goods or to provide services to support the fight against the epidemic, as well as contributing community relief funds and free community services.
Incorporating such initiatives as a cornerstone in an organisation can help employees strengthen their physical health, mental well-being and gives them a sense of belongingness by contributing selflessly towards the betterment of the society at large.
CRITICAL TALENTS AND ROLES ARE SEPARATED
Before COVID-19, critical roles were thought of as positions that required critical talents or the capabilities that an organization needs to achieve its strategic objectives. But post-pandemic, employers are recognizing that there is a second category of key roles: those that are critical to the performance of critical workflows.
For building a strong workforce, after the pandemic, employers need to focus less on roles and more on skills. Every organization requires a skill-focused employee and hiring one could be challenging. To match the competitive world and sustain the market conditions, one requires the right talent.
RPO companiesfollow the modern methods of recruitment and hire talent with critical skills and provides them a platform to unleash their true potential. Recruitment process outsourcing companies offer greater career development support to employees in their critical roles and help partner organizations to find the most relevant candidates to fill their hiring needs.
NEW AND EMERGING TOP-TIER EMPLOYERS
Organizations were already confronting greater employee demands for accountability prior to the pandemic. Post-pandemic, candidates are evaluating companies based on how they handled their employees through the pandemic. The deciding factor lies in how organizations treated their employees during the pandemic phase.
The best recruitment process outsourcing company will help maintain the employer brand for the oncoming talent by showcasing how its partner organization supported its employees and weathered through the pandemic without laying off any or with minimum cut down of workforce because a lot of this workforce was hired through the RPO company which allows the needed flexibility to scale up or trim down based on business needs.
INCREASING COMPLEXITY OF THE ORGANIZATION
Global M&A activity has been intensified after the global financial crisis, and many companies were nationalized to minimize the damage. As operating models have evolved, the complexity of scale and organizational management will also increase, which will pose management problems for leaders.
Allowing business units to tailor performance management is the way forward because what works for one department of the company may not work for another. One size fits all policy may not work company wide and isolated process metrics would be required to derive the innate value created by the workforce.
CONCLUSION
It’s vital for business executives to recognize that large-scale transformations are altering how people work and how business is conducted. Organizations must forsake office-centric work design and migrate to a human-centric work design where work centers around what is best for people to attract and retain talent today.
It might be tough for businesses to hire all over new talents and invest time, money, and effort. Partnering with the best recruitment process outsourcing company to outsource the complete recruitment process or even a part of it would be an ideal solution to hire the talent that not only fits but stays.
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