10 Things HR Should Do in the Coronavirus Pandemic

1 Convince the C-Suite to trust employees working at home

One of the key reasons why home working is not encouraged in some organisations is that senior management doesn’t trust employees to work ‘properly’ at home and they will cheat and do non-work tasks

2 Look at any medical records to determine who the most vulnerable are

Looking at employees’ medical records and absence rates will give some idea as to those with bronchial problems, compromised immune systems and other long-term illnesses. These are the most vulnerable to suffering seriously and should be offered any relevant support.

3 Check who has children or elderly care responsibilities

Employees who have very young and school-age children and/or have elderly relatives will want to prioritise family responsibilities before work obligations. This group should be given consideration as to how the organisation can support them.

4 Use Data-driven HR to aid planning

Consider which HR metrics will help you to analyse the impact of absences and how the efficiency of the organisation can be reduced as little as possible.  Analyse which jobs can deliver work at a distance. What contingencies can be put in place to minimise failure for each activity or critical position?

5 Make sure the technology can cope

Run pilot schemes for working from home to ensure that the infrastructure can cope, and that data can be delivered. You also need a simple way to collect data and update it on a daily basis any simple web form or data collection device should do it.

6 Effective Communication

Be honest with your employees and ask those who deal directly with customers to be honest. Use the greatest amount of transparency possible. Communicate regularly with employees about health status so that people are aware of the reality of the current situation. Advise customers that to minimize the risk of transmission internal travel and direct contact with customers is being reduced. But remind them that contact is available virtually and through telecommunications like Zoom and Skype. Employees and customers should receive updates and any amendments to policy and practice weekly.

7 Planning Details

• What can be done to minimize risk and ensure business continuity albeit in a reduced format?
• How frequently should be Coronavirus Team meet?
• Calculate the impact of sickness on financial planning – what are the national rules for sick pay – what are the organisation’s rules?
• Can you lay off non-essential employees?
• Regularly review to see that the emergency plans to rework. If not, what amendments should be made?
• Put up notices about personal precautions everyone should be taking like cleaning mobile phones and ensure plenty of sanitizer points are available

Footnotes

8 Use social media and your professional body to share good practice 

 

 

 

9 Now go away and wash your hands for 20 seconds

 

 

 

10 Oh, and good luck and stay well!

 

 

 

 

 

Amid trying and exigent times such as a pandemic, an organisation’s composure profoundly influences the success rate of the course of actions preserving both the organisation’s and the workforce’s best of interest and welfare. For training programmes that will further the proficiency of Human Resource Professionals, please click hereunder link:

https://aztechtraining.com/training-courses/human-resource-management

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