Talent and workforce
COVID-19 enterprise resilience checklist: We help you navigate the now, next and beyond
Talent and workforce: key considerations
Chief Human Resources Officers (CHROs) should focus on enabling business continuity and crisis management.
- Enable and support teams as they lead through crisis, engaging resources for safety and crisis management
- Deploy workforce planning to support short term contingency; leverage modelling tools to assess cost savings options
- Review business travel patterns and support ‘stranded’ colleagues in transit and globally mobile colleagues and their families
- Assess global BPO and service provider disruption supporting people processes (e.g. Payroll)
- Review and accelerate virtual collaboration and new ways of working; redesign training to a remote model
- Deploy virtual in-house communication channels and hubs for employee Q&A’s; health and wellness programs
- Deploy remote work pulse surveys to gauge sentiment and productivity leveraging analytics tools
CHROs should focus on leading through ongoing business disruption.
- Identify critical functions, roles, processes and skills and gaps exposed by virtual working
- Assert greater accountability for all employees (including contingents) and leverage technology to upskill and reskill colleagues where capacity has changed
- Financial and risk modelling of optimal workforce capability and actions
- Develop the business case that will change the trajectory of the HR function forever; learn from the past and build for the future
- Explore the marketplace and leverage existing technology to reimagine how work is done in the future
- Assess your operating model blueprint to challenge the traditional model
- Understand new travel restrictions and impact on colleagues and operations
- Payroll tax involvement for new taxing jurisdictions and location tax impacts
Transform to succeed.
- Bring total talent planning, talent brokering and workforce experiences to life for all employee types
- Exceed business case commitments and use data to demonstrate the people impact on the business value chains (top and bottom line)
- Upgrade the capability of your teams and move colleagues and work as needed to enhance service experiences and value
- Incorporate agile and digital talent upskilling and reskilling into your learning strategy
- Stand out as an agile organization that is exceptional at anticipating and deploying service enhancements at speed
- Implement new products and services to emphasize HR as a critical enabler of people value and business outcomes
- Evaluate facilities needs, including leases, future workspace and fixed asset needs
- Review and reassess your global mobility strategy