Our new way of living and working in the COVID-19 era has highlighted how important it is to reinvent how we work, our processes, communication and talent managing methods, performance and engagement measurements, reward plans, and so on.
And during these times of uncertainty and disruption, Human Resources has gained a central and decisive say in the corporate rooms for managing the COVID-19 crisis and forging working procedures in the economy reboot. In this regards, HR and people analytics is a powerful tool in the hands of CHROs and Heads of HR analytics in their mission to keep people safe while maintaining productivity and work morale in these intensely stressful times.
In fact, if prior to the crisis the role of CHROs may have been somewhat challenged by the other C-level roles, it’s now certain that the pandemic crisis has elevated the role of Chief HR Officers in the C-suite. In order to be successful in managing remote talent, HR departments have had a short time to put the gut-feeling to rest and make room for bold data-driven decision making and innovative thinking. Therefore, we are going to delve into how HR and people analytics is aiding HR professionals, HR directors and corporate HR chiefs in managing the COVID-19 crisis in the organisation.
Photo by Amy Hirschi on Unsplash
Managing remote work
As it became a requirement for employees to work from home due to nationwide lockdowns, HR functions were faced with the challenge of making sure targets were being met while maintaining a high level of morale in the remote working environment. The need to make adjustments for managing remote work is even more pronounced as many large companies like Twitter, Google, Microsoft, Zillow, Slack, Amazon, PayPal, decided to extend their work-from-home options, and other are expected to follow suit.
So if people analytics was a strategic differentiator the best CHRO’s demanded, today it is an absolute essential to manage the crisis, as David Green cites Thomas Rasmussen’s speech on how people analytics has supported National Australia Bank’s response to the crisis.
In the remote working space, people analytics teams are dedicated to supporting employees, allocating resources and focus, measuring impact and planning ahead with the help of HR data. But at the same time, HR functions use people analytics to measure productivity, collaboration and burnout by capturing data across the business in order to monitor employee wellbeing and the impact of remote work.
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