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人力资源部门如何应对疫情后的背调

自 COVID-19 大流行开始以来,人力资源部门 一直面临着前所未有的挑战。您如何从远处滋养您组织的人力资本,尤其是当公司文化通常与实体工作环境和在那里蓬勃发展的关系联系在一起时?您如何为托儿需求变得更加复杂的员工提供支持?在“正常”生活的许多方面都被搁置的情况下,您如何帮助您的员工在他们的职业生涯中取得进步?

这些只是人力资源部门目前正在处理的几个问题。几个月来,《人力资源主管 》杂志 一直密切关注这场对话的脉搏, 发布“每日剂量”的新闻和 关于人力资源部门目前正在考虑的事情的见解。以下是一些关键要点:

  • 人力资源部门需要帮助他们的团队对抗孤立。 虽然一些企业已经回到办公室,但许多组织仍在远程运营。人力资源部门此时可以提供的一项关键职能是帮助他们的团队感觉彼此之间的联系。

    当每个人都分散并且沟通仅限于每两周一次的 Zoom 通话时,很容易失去办公室友情和公司文化的感觉。鼓励通过 Slack 等消息传递应用程序进行频繁沟通有助于保留办公室的一些喧闹声。

    考虑每周至少安排一次“有趣”的 Zoom 电话会议——例如在每个人都在放松一周的周五下午。提前一两个小时结束工作日,让大家聚在一起讨论与工作无关的事情,类似于过去的下班后欢乐时光。这些简单的策略可以帮助您的团队保持联系并打破由流行病驱动的隔离的单调。

  • 人力资源部门需要为在职父母提供支持。 据 人力资源主管称, 由于育儿和教育需求的增长,  21% 的雇主失去了员工。自大流行开始以来,习惯于每天送孩子上学或送他们去日托中心的父母发现,兼顾育儿和工作的责任更具挑战性。 

    虽然人力资源部门不能挥动魔杖让这些挑战消失,但他们可以实施一些做法,为压力重重的父母提供更多支持。灵活的工作时间表、减少工作量、更多的休假时间:这些事情都会对正在考虑辞职的父母产生影响,因为他们无法在保持大流行前工作习惯的同时看管或教育孩子。了解父母所面临的挑战可以提高士气。

  • 在教练上加倍努力。 大流行初期,每个人都处于控股模式。普遍的看法是,COVID-19 将是一个暂时的问题,到夏天一切都会恢复正常。随着夏季即将结束并且没有迹象表明大流行已经结束,更多的组织正在长期适应。

    随着这种转变的发生,人力资源部门意识到他们有机会创造职业发展机会。将教练和职业发展作为工作福利的想法并不新鲜。尽管如此,过去这些机会通常与面对面的课程、研讨会、会议或办公室辅导课程有关。现在,随着员工习惯于 100% 远程办公,在线学习及其包含的大量潜在机会已成为对各方更具吸引力的选择。

人力资源部门应该接受这些可能性——没有专业人士愿意停滞不前一年或更长时间。在线辅导是帮助员工在职业生涯中更上一层楼并发展新技能的机会。这也是将新的或强化的价值观融入您的业务的一种方式,例如多元化、平等和包容。

这三件事只是触及了人力资源部门职责的皮毛。这三者还提供了机会,雇主可以快速实施这些机会,以在这种大流行期间培养和培养人才,而不是失去人才。


have been facing unprecedented challenges since the COVID-19 pandemic began. How can you nourish your organization’s human capital from a distance, especially when company culture is often tied to a physical work environment and the relationships that flourish there? How can you support staff whose childcare needs just became a lot more complicated? How can you help your employees to move forward in their careers with so many facets of “normal” life on hold?

These are just a few of the questions that HR departments are dealing with right now. The magazine Human Resource Executive has been keeping a finger on the pulse of this conversation for months, publishing a “daily dose” of news and insights about the things that HR departments are thinking about right now. Here are a few key takeaways:

  • HR departments need to help their teams combat isolation. While some businesses have gone back to the office, many organizations are still operating remotely. One key function that HR departments can serve at this time is helping their teams to feel connected to one another.

    It’s easy to lose the sense of office camaraderie and company culture when everyone is scattered and communication is limited to a biweekly Zoom call. Encouraging frequent communication via messaging apps such as Slack can help retain some of the crackle of the office.

    Consider scheduling at least one “fun” Zoom call each week—such as on Friday afternoons when everyone is winding down for the week. End the workday an hour or two early and get everyone together to talk about non-work-related things, similar to how after-work happy hours used to work. These simple strategies can help keep your teams connected and break up the monotony of pandemic-driven isolation.

  • HR departments need to provide support for working parents. According to Human Resource Executive, 21 percent of employers have lost employees because of growing childcare and education needs. Parents used to sending their kids off to school or dropping them off at daycare every day have been finding it more challenging to juggle the responsibilities of parenting and work since the pandemic began. 

    While HR departments can’t wave a magic wand to make these challenges go away, they can implement practices that give stressed parents more support. Flexible work schedules, reduced workloads, more time off: these things can all make a difference for parents who are considering quitting their jobs because they can’t watch or educate their kids while maintaining their pre-pandemic work habits. Being understanding of the challenges that parents are facing can make a difference to morale.

  • Double down on coaching. Early in the pandemic, everyone was in a holding pattern. The prevailing belief was that COVID-19 would be a temporary problem and that things would go back to normal by summer. With summer winding down and no indication that the pandemic is over, more organizations are settling in for the long haul.

    As this shift happens, HR departments are realizing that they have the opportunity to create career development opportunities. The idea of coaching and professional development as work benefits is not new. Still, those opportunities have often been tied to in-person courses, seminars, conferences, or office coaching sessions in the past. Now, as workers get used to functioning as 100 percent remote employees, online learning—and the vast array of potential opportunities that it encompasses—has become a more attractive option for all parties.

HR departments should embrace these possibilities—no professional wants to be standing still for a year or longer. Online coaching is a chance to help employees more their careers forward and develop new skills. It’s also a way to incorporate new or strengthened values into your business, such as diversity, equality, and inclusion.

These three things only scratch the surface of the responsibilities of an HR department. All three also present opportunities that employers can implement quickly to nourish and grow talent during this pandemic rather than losing it.


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