Okres pandemii to niewątpliwie trudny okres dla każdego z nas. Wyzwania spotykają nas na każdym kroku - czy to wynikające z ograniczeń kontaktu z drugim człowiekiem, czy to w związku z mnogością działań które firmy muszą wykonać, aby przetransformować model pracy na bardziej zdalną i wiele wiele innych. Wszystko to rodzi szereg pytań, niejasności czy zwyczajnie lęku, dlatego specjaliści HR mają ręce pełne roboty. Dobrą praktyką HR jest po prostu powrót do korzeni, czyli do bardzo bezpośrednich relacji z pracownikami, którzy wymagali w tym okresie wsparcia.
\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nW gąszczu obowiązków działów HR w firmach, specjaliści tej dziedziny znajdują rozwiązanie w postępującej cyfryzacji procesów. Na rynku jest wiele narzędzi służących do automatyzacji tych procesów, co z kolei pozwala wygospodarować niezbędny czas, na rozmowę np. przy dobrej kawie z pracownikiem o jego bolączkach czy obawach. Technologie coraz częściej pozwalają zastąpić proste czynności w procesach rekrutacji czy wdrożenia, dając HR-owcom więcej czasu na bezpośredni kontakt z kandydatami i pracownikami.
\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nLogicznym zachowaniem lwiej części firm w tym trudnym czasie, jest spora wstrzemięźliwość w obszarze zatrudnienia, bądź nawet redukcja etatów. Czas pokazuje jednak, że nie jest to metoda na łagodzenie spowolnienia gospodarczego, a w efekcie na wychodzenie z niego. Rynek zmienia się dynamicznie i dostosowuje do nowej rzeczywistości. Dlatego, aby skutecznie wychodzić z okresu spowolnienia gospodarczego, firmom potrzebni będą pracownicy, którzy efektywnie wspomogą je w aktualnych wyzwaniach, poszukiwaniu nowych dróg dotarcia do klientów lub opracowywaniu oferty, która będzie lepiej odpowiadać na zmieniające się potrzeby konsumentów. Na szczęście w tym momencie nie mierzymy się jeszcze z niedoborem talentów na rynku pracy i należy jak najlepiej wykorzystać tę sytuację. Specjaliści HR winni skupić się na procesach związanych z szukaniem nowych kadr, świeżych młodych głów pełnych pomysłów w odnalezieniu nowych dróg dotarcia do klientów. Równie dobrym pomysłem jest rozwój własnych kadr poprzez coaching kariery, upskilling i resklilling, który pozwoli na transfer pracowników między poszczególnymi działami własnych pracowników. Mrożenie budżetów rozwojowych nie jest dobrą strategią, ponieważ to od rozwoju pracowników może zależeć skuteczne ponowne nakręcanie gospodarki. Człowiek jest zawsze najlepszą inwestycją.
\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nNadchodzące lata to niewątpliwie dalszy szybki postęp w rozwoju technologii związanych z branżą HR. Procesy takie jak: rekrutacja, zatrudnienie czy zarządzanie kapitałem ludzkim zostaną lepiej dopasowane do nowej cyfrowej rzeczywistości. Będziemy obserwować coraz bliższe spotkania HR i biznesu. Po ponad roku pandemii widzimy, że bliska współpraca przedstawicieli biznesu z działem personalnym umożliwia skuteczne przekształcenie modelu biznesowego, a także stworzenie programu rozwoju kompetencji, który pozwoli firmie odzyskać lub utrzymać przewagę konkurencyjną na rynku. Zespoły HR stają się coraz bardziej elastyczne, z myśleniem „out of the box”, aby tworzyć coraz lepsze rozwiązania odpowiadające w jak najbardziej precyzyjnym stopniu bieżącym potrzebom rynku.
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