In the pre-pandemic era, the most critical issue about the workplace was how successful companies keep their workforce motivated to work. A global Gallup poll found that approximately 85 percent of people were not engaged at work and two-thirds of Americans reported feeling negative about their work. In comparison, 25 percent of British sick days can be traced back to stress generated in the workplace.

Nevertheless, now that we seem to be moving away from the difficult days of the coronavirus pandemic and different communities have returned to normal with the start of vaccination, it is crucial to look at the post-pandemic working conditions and the new normalities. 

Under these circumstances, company managers and the leaders of large organizations must look for a way to encourage the new generation of human resources into the workplace to make them fresh, active, and efficient. Moreover, they can expect to see improvement in all these measurements.


Reduce working hours, increase productivity

In some countries, managers of organizations have realized that more working hours will not lead to more efficient work. In a new approach, businesses try to reduce working days to motivate human resources and increase performance. An example is Iceland, where 85% of its employees work four days a week, but we see that the country’s economy has not fallen. From the historical point of view, it can be noted that in the early twentieth the six-day working in a week was predominant. However, in 1923, Henry Ford, the automaker, reduced his employees’ working days from 6 to 5 days and increased productivity. 

Nevertheless, the critical question is; what extent can this approach be adopted in all countries and organizations? Can businesses change the old-fashioned approaches, or do they need the policymaker’s support?


Maintaining or forgetting the potential of remote work

One of the most important digital capabilities is working remotely, which sustained many large companies during the spread of Covid-19.

With the potential it offers employers and employees, remote work has opened everyone’s eyes to a new way of working. Therefore, the workforce may refuse to return to the office five days a week. 

On the other hand, holding meetings online saves valuable time spent commuting. Although online meetings appear to be declining after the pandemic, they still will continue.

In essence, the potential of telecommuting brings high productivity, collaboration, and the things that are important to any organization. Lots of research looked at which activities can be done remotely. They found out that the majority of the workforce cannot go remote because their jobs require specialized equipment or interacting with people. For example, research has shown that the workforce in customer services loses their productivity by nearly 50 percent in telecommuting experience, which negatively affects customers’ experience. But for those office face jobs, it is still possible to do most of their work on a computer, which could be done anywhere.

In the meantime, it is crucial for business owners to keep up with human resources in competition with competitors to attract and maintain the best talents. Mc Kinsey said that many companies are going to shift to a hybrid remote work model where the people are going to the office a few days a week to do some activities. 


Reskill human resources for the digital era

The other important topic about human resources during the post-pandemic is how to agile and enable workers to reskill for the future? not comprehensively but constantly for the future of work in the digital era. Collaborate with businesses on transmissions to support workers through these changes and finally help bridge the digital divide, which has become a critical issue in the advanced economies as a high-level challenge for workforce transmissions. Although the McKinsey Institute estimated in 2017 that 14 percent of the world’s workforce would have to change jobs or acquire new skills by 2030, the workforce skills gap widened with the Coronavirus outbreak. Interestingly, most industry workers do not know how to adapt to these conditions. So, the businesses should rapidly identify the skills which depend on their business models. They need to invest in the workforce’s cognitive, social, and emotional skills and flexibility based on digital developments. In addition, as companies revise their business models, it is essential to change their human resources strategies. The new strategy should include skills that bridge the skills gaps of human resources and achieve the organization’s goals. 

Related Posts

Leave a Reply

Your email address will not be published. Required fields are marked *