HRM and post-pandemic changes
Financial services providers have a jump-start when planning
for the post-pandemic return of employees to the Sri Lankan banking and finance
sector. Before the public health crisis upended life, The COVID-19 pandemic
sparked even bigger changes. HRM has to create a hybrid working model that allows
employees to perform their jobs remotely at least part of the time. Schedules
will reflect employees’ roles, business requirements, and personal needs. Most
of the banking sector HRD was already being renovated to provide greater
flexibility, and now most of the company is considering how to adapt this for
their other major business.
The pandemic dealt what is likely a serious blow to the
five-day, 8-to-5, an in-office worker that has underpinned work-life for nearly
a century. Flexibility had been seeping into the workplace, but now it’s
flooding the corporate world as companies have discovered that remote work
didn’t slash productivity and employees valued the arrangement. To be sure, such on-site businesses as hospitals, hotels, retail services, and manufacturing
plants are less impacted. But even so, the banking and Finance sector impacts
50-50 to work remotely. While the transformation is occurring, many companies
are still uncertain how to reorganize their existing offices and are avoiding
major commitments while the situation is still in flux.
The HR Revolution to change.
With vaccine penetration approaching herd immunity levels, businesses rebounding and re-opening, and more optimism around a “return to normal” there is yet another pandemic looming that threatens business: A talent pandemic. The covid aftermath is impacting the enterprise’s most precious asset – its core talent. And top talent has an evolving, if not yet fully clear, framework of how they are defining their expectations for the new workplace. How companies recognize and address this will determine their ability to recover and move forward.
Now More Than Ever, SHRM Will Help You Shape the Future of
Work
As the world gets back to work, we know it won’t be business
as usual. HR leaders are the ones who will put workplaces back together with
better than ever before practices and policies that will help employers and
employees succeed. This is a key opportunity for our HR- profession and the
purpose of HR's new ways, more than ever resource platform launching today. As
an HR practitioner, HR managers spent the past year, demonstrating how vital your role is in the business. You (HRM) worked around the clock, took unprecedented
measures to keep your employees safe, and ensured that the organization
survived. Now, this is the time to be the Strategic leader who reshapes company
values and enforces a commitment to putting employees first.
HR departments must find proper tools and pathways to help to navigate unforeseen challenges and changes, ensure colleagues treat each other as equals, retrain managers into effective leaders, redefine workplace culture, and inspire empathy in the workplace. Now more than ever the value of HR from both the CEO and HR leader’s perspective, Business, and more. SHRM is proud to highlight the singular role HR professionals will play in rebuilding businesses, reshaping company cultures, promoting previously untapped talent pools, advancing workplace equity, and so much more as we prepare for the post-pandemic world of work.
HRM has to show the world how HR is shaping the world of
work now forever changed. SHRM is the partner HR professionals need now more
than ever, as together they can cultivate a better tomorrow for work, workers,
and the workplace. The HR team has to make their employees the most important
stakeholders as we accelerate the recovery and revitalization of the world’s
workplaces.
References:
01. Colarelli, S. M. 2003. No Best Way: An Evolutionary
Perspective on Human Resource Management. Greenwich, CT: Praeger.
02. Way, S. A., Wright, P. M., Tracey, J. B., & Isnard,
J. F. (2018). HR edibility: Precursors and the con-tangent impact on shrm
financial performance. Human Resource Management.
You have better foreknowledge about the current situation and future. I agreed with you about in this article, things that you are forecasting. the pandemic will also affect employment in different occupations in varying degrees over the next two years. its generate pressure for both parties. good SHRM concept can reduce the pressure of the post-pandemic work
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