Adapt HR to win (survive) in the post-COVID-19 world

Alight | NGA HR State of HR Transformation Survey 2020

COVID-19 forced organisations to change. CHROs had to reinvent their workforce. How, where and when employees’ work, literally overnight.

As a result, many businesses now run operations in the way HR leaders and business analysts predicted would be commonplace five years from now. The steps that must be taken to adapt organisations to survive the rebuilding of the global economy, can be found in the Alight | NGA HR, State of HR Transformation Survey (APAC) 2020. This is free for you to download.

In short, workforce agility has to be built in. The ‘workplace’ has to be adaptable. Competition is rife. And, talk of a second wave of COVID-19 and recession cannot be ignored.

Consequently, the organisations emerging as winners will be those that map talent to business outcomes.

How will you achieve optimum business performance?

Visibility, agility and resilience. The report highlights these as key. Visibility comes from the pro- and retroactive analysis and reporting of data. This therefore gives insights on workforce performance vis-a-vis business performance.

Data must be pooled from all Human Resource functions. Workforce management, time and attendance, payroll, succession planning, as well as learning and development tools provide valuable insights. In addition, integration with other departments, including finance, is also important.

Review business plans

Business plans and talent strategies drawn up ahead of COVID-19 need to be reviewed. New business objectives need to be overlaid with existing workforce capabilities. Decisions are then made on “skills” needed to move forward.

Consequently, the result will be a sharper, tighter, higher returning workforce. The risk of future business interruption of this scale is greatly reduced.

Take a look at the enablers to successful HR transformation in this report.

What HR must deliver on?

HR must work in parallel with the board. So, to align with business outcomes, HR must identify any gaps in performance. They need to agree on actions that ensures they have the talent, skills and resources to deliver on them.

The report findings point to the following 3 HR department expectations:

Start your HR transformation here.

Research background

  • Qualitive and quantitive research
  • Annual report, tracking change since 2017
  • Opinions of 2,200+ HR business leaders, representing all HR functions
  • 1,228 participant organisations (5,000 to 25,000+ employees)
  • Represents experiences of 8 million employees, worldwide (reflects rest of the world trends)
  • Companies ranked by HR transformation maturity
  • Representing all core market sectors
This report is for you if you are an HR professional in a medium to large organisation.
Learn more about HR Transformation. Contact us to discover how we can transform your Human Resources department.