How has people management in businesses affected the COVID-19 crisis?

An event like the coronavirus crisis has not only had a psychological impact on the citizens of most countries of the world and a socio-economic impact on a global scale.

Halfway between micro and macro realities, there have also been significant transformations in the world of organizations. And, of course, in the area of ​​human resources, we had to adapt. After all, the reality is still ahead of the theory and the old work dynamics that many companies use “by default”, without questioning whether they are the best or not.

Therefore, in this article we will review the different ways the COVID-19 crisis has affected the HR field and people management in general.

    What changes in HR has the pandemic caused?

    When it was first believed that the pandemic would only last for a few days or weeks, it was evident that the need for changes in people management in companies, if they did occur, would consist of minor and quantitative changes. : provide more software tools for working from home, repairing intranet malfunctions that had not been resolved for some time, etc.

    However, when the true scale of the COVID-19 crisis was seen, the need to drive structural changes not only in HR departments but also in the role of this part of the business as a whole.

    In other words it is: it has become necessary to face the crisis by effecting changes at the strategic level and centered on the human component of companies. Transformations in which Human Resources professionals have a key role to play in adapting to the new ecosystem created by the pandemic both in the economy in general and in the labor market in particular. Let’s see what are the main axes of the impact of the COVID-19 crisis on the world of HR.

    1. Need to put the foo on new technologies

    While many companies continue to base their working philosophy on “leave what is already working” and have little interest in keeping abreast of new technological developments, this mode of operation has become impractical for many organizations.

    After all, the pandemic had a major social and economic impact in just a few weeks, and in order to be able to adapt quickly to these situations that erupt into everyday life, it is essential to harness the potential of the digital world.. In this way, in relatively few steps, it is possible to start working in a very different way, as there is no need to make major hardware changes to the working environments.

      2. Need to reconfigure the relations of the HR department

      It should be noted that in many cases not everything is solved by replacing the face-to-face job interview with one or two video call sessions. For example, skill-based testing and psycho-technical testing, where applicable, should be performed digitally.

      This means that in some companies it is necessary to develop digital tools adapted to the organization, and in the design of these the HR department must be very involved.

      Therefore, in many cases it is necessary to change the communication and supervision flows between departments, so that HR professionals are in constant contact with the part of digital developments and not only report on it, but participate. also to decisions.

        3. Adaptation to a new labor market

        The pandemic has had a significant psychological impact on many workers, and in particular, it has been observed a clear tendency to value the possibility of working from home much more, it is therefore a more important criterion than a slightly higher salary.

        For this reason, in many cases changes must be made even at the level of the company philosophy, which must be reflected in the field of public relations (oriented towards workers and potential new employees) and strategies of communication induced by HR. Today, unlike what happened before the coronavirus crisis, in many sectors the “default” work option is no longer going to the office, and in cases where it is necessary, it is important to know how to explain the reason so as not to generate rejection.

          4. Need to open up to new generations

          As we have seen, the digital transformation processes that the HR industry has heralded in recent years have accelerated and which in many cases were being delayed due to the short term of many companies. However, these changes are useless if there are no HR professionals capable of operating with these new technological solutions, and also, if they do not know how to exploit their potential, they will be at a competitive disadvantage. month.

          Like that, the HR sector needs new sap more than ever: professionals who integrate the potential of new technologies in their way of approaching work and proposing selection, training and retention strategies.

            Do you want to train in Human Resources?

            If you want to professionalize or specialize in the field of human resources and be aware of the latest technological and strategic developments in this sector, you might be interested. the own Master in Selection and Talent Management promoted by the University of Málaga (UMA).

            This training program is mainly practice-oriented and has a team of teachers and collaborators involving human resources professionals from several of the most important companies operating in Spain, and is divided into three blocks: University expert in selection of talents, University expert in training, personal and organizational development, and internships and master’s thesis. Upon completion, students obtain their own degree for 75 ECTS credits.

            Bibliographical references

            • Fosway Group (2021). HR Realities Research 2020: People Success in a Post-Pandemic World.

            Leave a Comment