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From wellness to management, HR leaders share how the COVID-19 pandemic will impact the world of work now and in the future.
By Simon Kent
As the global pandemic forced businesses into lockdown and new challenging ways of working, the pressure on HR to adapt, instruct, and cope has been immense. It is interesting to note that a recent poll by the CIPD of HR teams in the UK found that 63 per cent of HR respondents saw no change to the headcount of their teams, whilst an additional 2 per cent said they would actually be growing the function. This is just one indication of the ongoing role HR now has in making businesses work in the new normal.
By Simon Kent
I want to start this issue of HRO Today EMEA by wishing every one of you the very best in health. I hope that you, your family, and friends are safe and well at this time. The spread and impact of COVID-19 has been swift and brutal, and it is important to take time out to invest in your own well-being as well as checking on the well-being of your nearest and dearest.
I say this within the context of a business world that has been turned upside down. Whilst remote and flexible working was never far from the agenda of companies and HR in particular, the idea of moving an entire company to operate in such a dispersed way practically overnight was never a consideration for anyone. And yet here we are.
Deploying a global workforce and ensuring access to the best talent is a crucial component enterprises – and global labor market intelligence is an invaluable tool for HR departments to learn and grow.
To truly understand unemployment rates, it is necessary to collect market information about the overall economic environment from which they derive.
The Global Labor Market Report for 1Q 2020 lays this information out for you.
By Elliot H. Clark
Harry Truman famously said the day after Franklin Roosevelt’s death, “When they told me yesterday what had happened, I felt like the moon, the stars, and all the planets had fallen on me.” I am reminded of this quote now, as the COVID-19 pandemic has thrust many HR executives into a new leadership role suddenly and in a way for which no one could prepare. In most companies, the day after the declaration of national emergency, the CHRO became the most critical executive on the CEO’s team.
Since then, HR has managed the global conversion to remote work for non-essential jobs, developed protocols for essential jobs, overseen massive reductions in force or furloughs, and helped counsel and grieve for lost employees or their families. I am sure many of you agree that celebrating New Year’s Eve and ringing in 2020 seems like a distant memory—something that happened a decade ago when the world was naïve of the waiting challenge that was already lurking unseen in the throngs of celebrators.
By Renée Preston
HR professionals around the globe are doing amazing things as they lead, inspire, and keep employees safe during these unprecedented times. Don’t go it alone: The HRO Today Association is here to keep the HR community stay connected and to provide virtual learning and professional development opportunities.
Our community of leaders works to keep you informed about the most critical topics in HR: What’s new, what’s next, and what you need to be thinking about right now. Members learn together, strengthen their networks, share best practices, and create new industry tools, discussing and defining standards and practices that make an impact. These networking opportunities, combined with our global database of research and resources, help us ensure that our members are well positioned for success and growth within the HR industry. Through the Association, members are armed with the tools they need to improve the quality, effectiveness, and efficiency of their HR operations.
By Debbie Bolla
“The crisis has taught us to focus on what matters the most,” Mai Lan Nguyen, senior vice president of HR for North America at Schneider Electric, recently told me during a discussion for our CHRO Q&A podcast series. For Nguyen and many others, what matters most to an organization is its people. With that in mind, Nguyen and her HR team created a plan to move Schneider Electric’s 15,000 North American employees to a safe work-from-home environment due to the coronavirus. When we spoke at the end of May, plans were already in place to reopen the workplace to a select group of individuals who are eligible to return.
“Many passionate people have been putting their brains into designing what would be our return to office,” says Nguyen. “We are adopting best approaches on how to bring employees back to the office in a matter that is really focused first and foremost on their health and safety. And it’s not just about returning to the office, but really making sure we imagine what’s the new future of the workplace, and how we are going to put both short-term measures to manage that, but also how we understand how we work in the new normal.”
May 20, 2020 – The Board of Harrier Group today announce the appointment of Zain Wadee as acting Group Chief Executive Officer.
Mr. Wadee joined Harrier Talent Solutions in August 2019 as Executive General Manager, leading strategy and operations for a broad portfolio of recruitment process outsourcing (RPO) solutions and talent consulting engagements across Australia.
Prior to joining Harrier, Mr. Wadee spent more than 20 years’ working in the global talent solutions market, including 10 years with the Adecco Group, where he led the Hyphen RPO brand to achieve growth of over GBP700m before successfully rebranding and relaunching in the EMEA market as Pontoon Solutions.
May 6, 2020 – LevelUP HCS, a New York-based talent solution and HR advisory company, will support the recruitment of contact tracers, community support specialists, and team supervisors that will make up New York State’s contact tracing pilot program. The nation-leading program was announced by Governor Andrew M. Cuomo and Mike Bloomberg on April 22. These contact tracing teams will be a critical part of the effort to combat the COVID-19 pandemic. LevelUP has launched a comprehensive effort to identify and vet qualified candidates who will be trained and deployed in accordance with the NY state program supported by Bloomberg Philanthropies and in partnership with the Johns Hopkins Bloomberg School of Public Health and Resolve to Save Lives, an initiative of Vital Strategies.
New York’s contact tracing program is expected to have 6,400 to 17,000 tracers statewide, depending on projected number of cases, and will operate through the next flu season. Contact tracing teams will work remotely with state-of-the-art software to develop New York state’s secure database of information on the spread of the infection.
As part of this effort, the Johns Hopkins Bloomberg School of Public Health — the top-rated public health school in the country – in consultation with DOH, is developing a world-class online curriculum for the State’s contact tracers that includes a training program and an online exam that must be passed to complete the program. Vital Strategies’ initiative Resolve to Save Lives will provide technical and operational advising to New York State Health Department staff.
CLEVELAND – May 6, 2020 – Global talent acquisition and management specialistAlexander Mann Solutions (AMS) has announced the appointment of Julie Marks as senior vice president and Head of Growth in the Americas. Marks is a business leader with extensive Fortune 500 experience, with a strong track record of driving high performance in all facets of business.
For over 20 years, Marks held several executive leadership roles for the global business, ADP, including leading the sales, service, and talent organizations. There, her people-focused leadership approach drove double-digit growth metrics in ROI, gross profit, implementation, and client satisfaction while also ranking her number one in the company for the Gallup Associate Satisfaction Survey. Earlier in her career, she served as Chief Talent Officer of Harrison College in Indianapolis, Indiana, where she created a Human Resource and Talent Development division that was named to Indiana’s Best Places to work.
Among her credentials are B.S. degree in Organizational Communication and Development from Ball State University and certifications in Myers Briggs Type Indicator, DISC Assessment, Synchronous Facilitation, Crucial Conversations, Speed Reading People, Leadership Coaching, The Gallup Survey, and Kirkpatrick’s Four Levels of Evaluation.
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