When the credit crisis turned the business world upside down in 2007-2009, the Financial Director was called upon to guide the organization through the crisis. However, the corona crisis presents organizations not only with financial challenges, but also with other challenges. In addition to the financial problems, there are major concerns about health, job security and keeping the organization afloat. Challenges that lie within the field of HR. It is HR's responsibility to guarantee the wellbeing of the employees and to ensure that the employees can deliver added value to the organization, even in this day and age. As a result, HR comes to the fore to help the organization through this crisis. That's why the coronavirus brings HR into the spotlight.

*Source: https://joshbersin.com/2020/04/covid-19-the-pulse-of-hr-what-is-hr-doing-now/*

Many organizations have taken the first blow so well and so badly. Working from home is almost 'the new normal' and HR is talking to employees about health and job security. We have now gradually entered the phase in which organizations need to look ahead to determine how they want to organise themselves in the near future. There are great opportunities here for HR, enabling them to take up a new position.

We believe that this is the moment for HR to move the organization forward towards the 'new normal'. HR can use this crisis to redesign business processes ("what should be done by whom?", "what can we automate?", "what requires employees to share the same space?" etc.). ). In addition, HR can make an inventory and determine which departments or employees function well and are essential for the organization. And how these can be used optimally to make the organization successful.

Dave Ulrich uses an accident as a metaphor to illustrate how HR can take the organization on a journey to the 'new normal'.

Accident: the need for first aid
Ambulance: the transition phase
Hospital: applying the right interventions
At home: the 'new normal'

Accident

In the event of an accident, it is necessary to act quickly to limit further damage. Due to the coronavirus outbreak, HR departments had to make quick decisions to limit rising costs. In addition, they had to use technology to allow employees to work from home.

Ambulance

In this transitional phase it is all about providing emotional support, diagnosing more and mapping out the route for the right treatment. For HR in this phase it is first of all important to create clarity and clarity towards the employees. Secondly, to map the employee experience, to distinguish causes from symptoms and to make a plan of action to come out of this crisis more efficiently and effectively.

Hospital

In this phase, a thorough diagnosis must be made before the correct interventions are applied. This is where the challenge lies for HR - based on a complete inventory - to redesign and digitise business processes. In doing so, it is important not to lose sight of the employee experience. In addition, in this phase the required skills of the future must be mapped out, so that employees can develop in these (new) skills. All this calls for a strategic HR policy in which, the organizational challenges, the HR processes, the required resources and the employee experience are taken into account.

Home

The victim of an accident returns home in another reality: the accident results in a 'new normal'. In this phase there is a challenge for HR to create new norms, values and routines for the entire organization. This may require a culture change with an agile mindset. Technology will be an important component of the 'new normal' within organizations.

It is difficult for organizations to determine how to adapt to the current and upcoming situation. Dave Ulrich's model, consisting of the four phases of an accident, provides a roadmap for the journey to the 'new normal'. In the coming month, we will publish a weekly blog in which we will discuss different steps to the 'new normal' for organizations.

In our next blog we will explain why the current situation demands a digital HR policy.

"If you take care of your employees, they will take care of you!