HR in the Time of Coronavirus

It is no secret that COVID-19 has made us all reevaluate how we live and work. Today, companies large and small are looking to evolve processes and procedures as we navigate what is nothing short of a “new normal”.

Here at AnyDay, we understand the coronavirus pandemic has accelerated the need for earned wage access solutions. From frontline workers to salaried employees, it is in-demand.

As employers, and the HR departments and professional employer organizations that support them, look for ways to help a struggling workforce, we know immediate access to earned wages can create a foundation for long-term financial wellness.

It’s the way of the future. The way of the modern working world.

As the AnyDay team continues to offer earned wage access and financial wellness solutions that meet the demands of today while looking at employees’ long-term financial well-being, we also talk to our peers on how they are navigating the demands of today.

Our friends at PEO Worldwide recently highlighted some key challenges faced by human resource departments during the coronavirus pandemic. Among one of the many important points included in their article, they recognized the need for technical changes and greater collaboration between HR, IT, finance, and other departments to develop and implement new policies.

We encourage you to read more about HR in the Time of Coronavirus from PEO Worldwide below.

HR in the time of Coronavirus

The coronavirus outbreak has forced almost every business, in every corner of the world, to adapt and improve their procedures immediately.

From remote working to paid sick leave and redundancies, there’s a lot to consider.

HR teams are, by default, on the frontline of the employers’ response to the COVID-19 crisis — as they try to manage and meet the needs of employees in a manner that also meets the needs of the organization.

What are some of the current challenges?

While HR teams are used to handling various issues across a business, COVID-19 has brought many new weird and wonderful tweaks to each country.

At PEO Worldwide, we’ve come across a number of HR challenges over the past few months. The key challenge has been keeping up to date with the changing guidelines set out by governments and ruling bodies across the vast portfolio of countries that we offer our services in.

There are a lot of questions to be answered, which won’t necessarily be found in the company handbook. For example:

• What steps can you take to minimize worry for employees and ensure they don’t feel isolated while working remotely?
• If you ask an employee to stay home because of exposure to the virus or it is a mandatory requirement from public health authorities, is it fair to count the incident as absenteeism?
• What type of paid leave options are available for staff if you have to shut down operations?
• Does your employee healthcare benefits scheme cover testing for COVID-19?
• If an employee is quarantined while traveling for business, is the company liable for their expenses throughout that duration?

In terms of cost savings, many clients are also looking to reduce their headcount at this time. However, the speed at which they want to move can cause problems if the correct procedures and protocols aren’t followed.

We exist to provide your business with the right guidance — whatever the crisis or situation. This means helping you to obtain the clarity and patience you need to overcome these challenges and keep employees safe and informed.

How will the outbreak impact future processes?

The outbreak has already changed some HR processes. Going forward, these changes will become more permanent — at least in some areas. It is, therefore, vital to consider how you’ll guide employees and organizational leadership through these changes.

Remote and flexible working will, undoubtedly, become a permanent feature for more organizations.

As a result, companies will need to look more closely at how and what people are doing daily while working from home. There will be a need for technical changes and greater collaboration between HR, IT, finance and other departments to develop and implement new policies. For example, how will companies monitor and enforce attendance? Who will pay for remote workers’ connectivity and any required equipment such as laptops, monitors or printers?

Then there is also the emotional element of this change for businesses to handle. Mental health is harder to manage when employees are working remotely, so HR teams will have to become more proactive in their role as monitoring and maintaining wellbeing becomes even more crucial.

Communication methods within organizations will also need to be worked on to ensure processes are in place to support mental health and identify issues early. Equally, companies may need to adjust benefits to show remote workers that they are just as committed to their wellbeing as other employees.

Once we have come through the worst of the crisis, businesses will also be keen to establish their value and leaders will need to improve and adapt to how they lead. Companies will need to act quickly on strategic planning and implementation, both of which will rely heavily on the advice and insight that only HR can provide.