COVID-19 has pushed businesses to move at great speeds and implement a more digital approach to HR management. Sick leaves, retirements, letting go of employees due to company closure, increased remote work, and other unprecedented scenarios during the pandemic required HR to be more effective and efficient in handling its affairs. Thus, these circumstances call for resilience in HR like all other aspects of a business.
See our previous article on Resilience in Business and the Test of COVID-19
According to Fitch Ratings special report, China’s unemployment rate reached 5.4 percent in September 2020. Although this rate already eased up compared to the first and second quarters, the role of HR has been more vital nowadays due to the effects of COVID-19 on labor and employment. Moreover, resilience in HR today means increased digitalization as well. The archaic process still prevails in many companies which leads to employee malcontent and general unreliability.
There will come a time when HR processes will not be any more referred to as “Digital HR” but simply HR in that all functions and processes will be digitalized. So how then can HR management reach this trend?