This experience with COVID-19 has caused so many challenges for companies and businesses, as well as individuals, but I suspect there will be more challenges yet to come. Even with a vaccine, there will be no guarantees, and people will still continue to have doubts and fears about what could happen. If you watch the people around you, there are those who can’t believe this COVID is as bad as perceived, while others are petrified of going anywhere, getting close enough to even talk with anyone – even if wearing a mask. The rest are somewhere in between these two ways of thinking. I’m not sure if many do not even believe or trust any medical or health experts. Still those in Human Resources are given many serious tasks that fall could cause legal consequences for their employer.
For instance, in business those in Human Resources are required to have their employer and workforce to follow or be compliant of all regulations, laws, and rules – even with those which are ever changing. HR must keep current on all U.S. Department of Labor’s Employment Law Guide. This is a heavy responsibility for HR, but if not compliant it could cost a business substantial fines. Therefore, HR should allow ample time periodically to read and learn of new requirements.
Human Resources oversees all departments, requiring all department managers to keep current of changing rules and processes as well, and making sure their workforces to abide by those changes. It is no surprise that some employees may not adjust to these well, which could even cause bouts of frustration, negative emotional states, and even a reduction in the work. Consequently, HR should keep tabs of such behavior and offer occasional employee exchanges to others understand the reasons and impact of the adjustments, and how each person can help the employer be responsible.
Still another task for HR is to create and implement an effective Leadership Development program. This is especially true now, as more Baby Boomers have or plan to retire very soon. The COVID pandemic has definitely caused this to be accentuated. Not only do those employees of high potential need training and development, but without any opportunities for general workforce training and development, there is a big chance for them to seek other employment, decreasing retention. Therefore, HR must identify multiple venues of training options for all the workforce.
Another changing factor in business is the constant changes of technology. This can discourage some employees to stay onboard. Therefore, Human Resources needs to use their strength in communication to encourage their management team to understand how these changes will benefit the businesses. Relay ways that they can benefit by accepting these changes, as well as provide appropriate training for the employees to become efficient.
Other responsibilities of Human Resources include: the understanding of compensation and how it complements salaries; benefits is another area that HR must manage, and explain the many aspects of benefit and to help others understand the importance of them; yet another key task is effective recruitment of talented, skilled employees and what options are most productive; finding ways of retaining productive employees is not easy as the work may be quite hard but turnover is very costly; and being able to assemble a diverse workforce can be especially difficult when trying to attract employees of various backgrounds who are also capable and responsible.
Employers, how much support do you provide to your Human Resources Executives? With all their responsibilities, investing in them would be extremely wise for any organization. Help them to be their best and enable them to provide your organization with effective guidance and positive outcomes.