HR setting in the ‘new normal’

Mary Angeline Isabelle C. Velasquez

THEY say that HR organizations are one of the most disrupted lines of business during this pandemic. How true is this?

First, the “stay-at-home” rule when the lockdowns were implemented forced employees to do just that – stay at home. Some companies had liquidity shortages and then, a lot of workers were laid off.

Our economy might still be in the downturn, but we are now entering into the “new normal”.

HR departments now have other priorities in these challenging times. It must first ensure business continuity, enabling the workforce to work remotely from one day to another. Bosses may have to hire new employees without meeting them, and sign contracts without being present. It would be easier for digitalized companies, but for those that are not digital, things would not go reasonably well.

Investing in technology would prepare businesses to reap productivity benefits amid the economic downturn.

Now, remote work has taken the spotlight and is here to stay. Any investment enabling remote work will safeguard the business, and the best preparation for the new way of working.

When the pandemic struck, it was a traumatic initial couple of weeks. There had been a period of heightened uncertainty for HR departments and employees. Some were sent home on a few days’ notice. Some had to contend with kids interrupting their Zoom calls – and you’re afraid you would get fired.

It is important to reach out to employees and, even more importantly, make them heard inside the organization.

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The author is Administrative Assistant II at Sta. Teresita Elementary School,

Carlota De Leon St. Sta. Teresita, Angeles City