HR leaders reflect on the lessons learned during the height of COVID-19 and share three ways the world of work has been permanently impacted.
By Marta Chmielowicz
Over the course of a few weeks, the coronavirus pandemic turned the world upside down. Schools and businesses shuttered as strict social distancing guidelines fell into place. Travel and morning commutes became a thing of the past. Eighty-eight percent of employees turned to their laptops to continue working in newly remote jobs, according to a Gartner survey. And the Department of Labor reported that over 20.5 million workers lost their jobs in April alone as companies floundered, sending the unemployment rate to a devastating 14.7 percent.
Three key priorities for HR managers when bringing employees back to the office post-COVID-19.
By Pamela Lacy
As many U.S. states begin to lift their stay-at-home or similar orders, businesses across the country are weighing their options, questioning when and how to reopen their doors safely for both customers and employees. There are a wide range of laws and regulations, as well as guidance from federal, state, and local governmental authorities, that should be top of mind for business owners and HR managers as they prepare to welcome employees back to the workplace.
A dive into OSHA requirements for employee safety as workplaces open.
By Andrew Zelman
While the country begins to reopen from the COVID-19 shutdown and states and cities gradually release restrictions imposed upon essential and non-essential businesses, new considerations of employee safety, controlling the spread of the virus, and screening visitors and workers will take precedent. For employers eager to jump-start their businesses while ensuring a healthy workforce and minimizing liability from exposed employees, compliance with the ever-changing laws and guidance is essential. This will mainly come from HR. In the absence of a mutual agreement by both the organization and employees to follow company policies aimed at preventing the spread of COVID-19, a safe workplace upon reopening may not be feasible.
Six best practices to consider before reopening.
By Andrew Rawson
Many organizations are now focusing on when and how to reopen, and what changes to make before employees return to the physical workplace. It’s a complicated process that involves many steps, from implementing health and safety guidelines to making employees feel as comfortable as possible navigating a changing work environment. While every organization is different, here are six things to consider when preparing employees for some of the adjustments they may expect in their day-to-day interactions and operations.
Organizations will need to execute thoughtful measures when managing the return to the office.
By Gretchen Alarcon
The coronavirus pandemic has disrupted the global workforce in ways that could have never been expected. HR professionals have been forced to take center stage, lead their organizations through unexpected changes, and define what’s next. But the hard work is not over yet.
Our 2020 TekTonic Awards recognize some of the best HR tech platforms that empower both HR and the workforce alike.
By Marta Chmielowicz
As the business world continues to adjust to changes ushered in by globalization, generational shifts, and, most recently, the coronavirus pandemic, HR leaders everywhere are left pondering what the future holds for their organizations. One thing’s for certain: Embracing emerging technology to empower the workforce is more important now than ever. From remote learning platforms to mobile talent management apps, organizations that want to stay afloat in the new normal will need to invest in the tools that make work easier and more convenient for their workforce. HRO Today’s annual TekTonic Awards highlight some of these groundbreaking technologies.
Recognition is a key element of a post-COVID-19 employee engagement strategy.
By Marta Chmielowicz
With a dispersed workforce that operates at government facilities across the U.S., IT company T-Rex Solutions LLC already had the building blocks in place to manage remote workers before the advent of the coronavirus pandemic. But the crisis is putting massive strain on even the most prepared organizations. In fact, mental health provider Ginger reports that 69 percent of workers say this has been the most stressful time of their entire professional career, and 88 percent have experienced moderate to extreme stress over the past four to six weeks. For 62 percent, productivity has suffered as a result.
While COVID-19 poses some challenges to screening new hires, these strategies help companies conduct due diligence now and in the new normal.
By Debbie Bolla
For the last few months, organizations have been forced to think on their feet and devise human capital strategies in response to COVID-19. While some organizations have had to put a freeze on hiring, plenty of companies, including Kroger, Healthfirst, and Instacart, are on the opposite end of the spectrum, ramping up pools of essential workers. During this time of social distancing and state closure mandates, HR has had to enlist a bevy of approaches to get new workers on board. On that list: background screening. Verifying the many facets of a candidate’s background is imperative to mitigating risk and ensuring a positive hire no matter the climate.
COVID-19 has brought a new perspective to paid family and medical leave.
By Jamie Kalamarides
Eleven years ago, America began its slow but steady recovery from the Great Recession. By 2018, the economy was on track to surpass the 1991–2001 boom as the longest on record. 2020 began with an unemployment rate of 3.6 percent, and on January 31, the CDC’s total number of reported novel coronavirus infections in the U.S. stood at two. Three months later, unemployment had skyrocketed to 14.7 percent, 23.1 million Americans were out of work, and reported cases of coronavirus in the U.S. had risen to 1.5 million.
The most recent study shows that confidence in job security declined sharply, but trust in management remains high.
By Larry Basinait
The results of the worker confidence index (WCI) report for the first quarter of 2020 and April are largely consistent with the widely reported economic impact being felt in the U.S. By mid-April, jobless claims exceeded 22 million, the highest since 2009. In the first quarter of 2020 (see Figure 1), the WCI decreased by 1.8 points from the fourth quarter of 2019 to 112.4, marking the second consecutive decline. However, the index remained higher than the first quarter of 2019, as the impact of COVID-19 was only beginning to make its mark during the time the survey was fielded. Preliminary April results show a very different scenario, with the WCI for the month falling to 94.3, by far the lowest since study’s inception.
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