Work Trends Post Covid-19
Covid-19 pandemic caused a lot of changes in many fields. Day to day lifestyles also has been impacted by the pandemic. Obviously, a lot of economic sectors have been negatively impacted. Due to the pandemic, new norms have been introduced in our daily lives to ensure safety and health of every single person in the world. As the pandemic resets major work trends and forcing every employer to rethink and remodeled the work environment to sustain their businesses, it is safe to assume that HR leaders and teams need to work harder to strategize better to suit the current condition. According to a survey done by Gartner with more than 800 HR leaders, 9 HR trends has emerged as the lasting result of workforce and workplace changes due to covid-19 pandemic disruption. However only 5 trends will be discussed in this article based on Gartner analysis.
- Increase in remote working
Certain businesses would opt to work remotely. Therefore, as organizations choose to do more remote work operations, obviously major changes need to happen in terms of managing human resources. Digital collaboration is needed to explore critical competencies employees. Organizations also need to be prepared to adjust to the employees experiences accordingly. Organizations also need facilitate them with necessary tools to ensure that the working experience is worthwhile and benefitting the new direction of the organization.
- Expanded data collection
In the current working condition, it shows that employers are utilizing technologies more frequently to monitor the performance of the employees. Virtual clocking in and out system is used instead of traditional clocking system. Daily communication is done through emails, phone calls and text as it is easier. Meetings are held through applications like Zoom, Skype and Google Meet as it allows the standard health protocols to be followed but at the same time work progress also can be monitored. Employers are also developing a system that suits their businesses in order to track the productivity of the employees, monitoring employees’ engagement and well-being in order to understand the employees experience better.
- Contingent worker expansion
Due to economic uncertainties that caused a lot of businesses to go bankrupt and caused many workers to lose their jobs. It is very unfortunate situation for a lot of people but this situation has caused the employers to opt and hiring more contingent workers as cost-saving measures as compared to offering a permanent job for worker. This is because gig workers offer employers better flexibility in term of workforce management and financial management.
- Expanded employer role as social safety net
As mention above, organizations or employers are shifting their business models to allow them to survive through this pandemic. However, this pandemic also has increased the trend of employers supporting their employees’ financial, physical and mental well-being. Support includes enhanced sick leave, financial assistance, adjusted hours of operation and child care provisions. Some organizations also are compelled to adjust their business models and support the community by, for instance, shifting operations to manufacturing goods or providing services to help combat the pandemic and offering community relief funds and free community services.
- Separation of critical skills and roles
Before COVID-19, critical roles were always viewed as roles with critical skills, or the capabilities needed by the organizations to ensure the objectives are achieved successfully. However, today and in this current situation employers are realizing that there is another category of critical roles — roles that are critical to the success of essential workflows. Therefore, in order for organizations to develop better workforce post-pandemic, it is advised that organizations focus less on roles which group unrelated skills than on the skills needed to provide the organizations’ with competitive advantage. Employers are encouraged to allow employees to develop their critical skills that would potentially open up multiple opportunities for their career development, rather than preparing for a specific next role. As for the employees that possess lack critical skills, it is advised that organizations offer greater career development support for them to grow and develop to be assets in the organizions.
Sumber rujukan:
https://www.gartner.com/smarterwithgartner/
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