It goes without saying that to find success, we first need to get the right people. Over the course of the professional world’s history, no organisation can proudly say that they never had any issues with managing people before.
Digitalisation in a way made things easier to manage, but with Covid-19 now in the picture, day-to-day life has taken a paradigm shift, and this has amplified the challenges that Human Resources face to a much larger scale.
HR Facing Same Challenges but at Different Magnitude
“The challenges faced by Human Resources all these years were always constant. The focus is still to maintain high productivity while ensuring employee’s well being and happiness are taken care of,” says Geeta Mani, the People & HR Manager of PEOPLElogy Group.
An award-winning HR professional with 10 years of experience in the industry, Geeta says that ensuring people stay productive in today’s working environment is not the same compared to pre-MCO. As more people begin to work from home.
Experts did predict that this would be the new way to work in time to come, but no one expected it to arrive this soon. Millions of companies around the world found themselves in a systemic shock as they lacked the time to adapt to the new normal.
Geeta acknowledged this fact, but she noted that people’s expectations from their career are still the same. Everyone still expects to be credited or compensated for the work they do, and with things being different now, companies may need ensure that Key Performance Index (KPI) indicators are aligned with the situation today.
“We need to set smart goals in our KPI and educate employees on the importance of the company culture and the core values because any decision to promote or compensate employees need to be justified,” she said.
The Challenges of Finding Employees with the Right Skills
Finding the right people is also another challenge that many companies face with no gold-standard solution, and the challenge has been elevated since the pandemic hit.
Since the early days of corporate history, HR executives always face trouble finding candidates that are skillful and loyal to the company. The loyalty part is especially true for the millennial workforce as job-hopping became a trend since 2012.
Why does this happen? According to Geeta, part of the reason is because job descriptions that hiring managers post do not reflect the actual nature of the job.
“The description and assessment for potential hires need to be linked to their exact job functions. It should be clear, so people know what they are getting themselves into,” she said.
How to keep employees from quitting?
Now that the job market has become even more competitive, some companies have trouble retaining good employees as they are always receiving offers from competitors.
According to Geeta, employees primarily decide to leave because of company culture. They leave because they do not feel comfortable, appreciated nor see a future in that organisation.
“Several factors play a role in the culture factor: recognition, their well being, succession plans, all these are sometimes not communicated clearly to the employees,”
“When it’s not communicated clearly, employees do not know what to expect and may feel left out – prompting them to find opportunities elsewhere,” she noted.
Problem solving skills and why are they important
Geeta noted that in order to overcome these challenges, information needs to be communicated clearly and transparently. “Soft skills, attitude and career expectations of employees need to be aligned with the company’s needs in order to retain staff, and hire the right people to fill up vacancies,” says Geeta, adding that this should be an exercise for all levels, including C-suites.
One way to do this is by emphasizing on education and training within the company. Professional training, skills certification and self-improvement training should be emphasized especially in these trying times.