Work place transformation after the Covid-19

March 21,2021


 

With the worldwide spread of COVID-19, social removing and self-disconnection strategies are being suggested or commanded by wellbeing authorities, compelling organizations to reclassify how they lead business. Numerous associations have responded rapidly, doing what's needed to keep the lights on and their representatives working securely. Moving ahead, as a greater amount of the labor force finds they can be powerful working distantly, associations need to develop their abilities to best help their representatives and business activities

The Organization can face following trigger factor as a result of new shift

— Business operation disruptions getting delays because from coordination and communication disputes  

— Issues in critical communication flows through the company resulting in inconsistent messages

— Significant uptake and changing demands of technologies and the IT support system

— Hugely impacting revenue or business operations

 — Remote working and the best practices not known or poor utilization of skillset

— Sluggish employee engagement or productivity resulting in lack of teaming and connection to the organization

As associations support the better approaches for working, zeroing in on representative experience is fundamental for keep laborers associated, drew in and gainful. Associations should consider each of the three components of the representative experience and figure out what moves they can make now.


 

 

As with any journey, the biggest challenge can be taking that first step. Organizations can take the following actions to get started:

― Identify strategies to keep your laborers associated, drew in and profitable

― Perform a client evaluation to rapidly recognize those specialists in your labor force requiring additional consideration

― Perform a foundation audit and scope organization to guarantee the extra heap of distant working is upheld

― Maximize your present innovation capacities (for example teaching clients on existing toolsets, extending access, giving accepted procedures on use)

― Develop a telecommute support model to address issues like PC disappointment, onboarding or offboarding laborers

― Develop support plans, including fast arrangement of distant abilities (for example VDI/Laptops, joint effort/conferencing, VPN)

― Identify basic security contemplations for your association, guaranteeing the distant working is similarly just about as secure as in-office

― Invest in client persona advancement for strategic assets and better comprehension of help and ability needs

― Conduct venture planning of basic business cycles to guarantee execution while being per distantly


References

Workplace transformation in the wake of COVID-19 (assets.kpmg)

[Accessed 21st March 2021]

Workplace transformation in the wake of COVID-19 - Google Search

 [Accessed 21st March]

Comments

  1. Ruwan Herath22 March 2021 at 22:28

    Workplace transformation after covid-19 is the mainly discussed topic in recent past. Author has well explain the situation & the methods for overcome the situation. It's even better if author could explain the HR responsibility on this. However, it's worth to read.

    ReplyDelete
  2. Janashi Lamahewa9 April 2021 at 08:18

    The dramatic spread of Covid 19 has disrupted economic activities and for organizational sustainability work place transformation is an indeed in this crisis scenario.
    Author has well explained the topic and it will be much better if author could describe the topic
    by using examples in a present specific organization. A knowledgeable article to read.

    ReplyDelete
  3. MADHU MBA1 May 2021 at 01:46

    Author has well explain about the workplace transformation after the covid 19 pandemic situation. organizations must understand the situation and they will provide the facilities to team members to doing their businesses as well.

    ReplyDelete

Post a Comment

Popular posts from this blog

Image
Importance of job design  for the organization   Introduction The Design  of labor   suggests that  outlining the task, duties, responsibilities, qualifications,  ways  and relationships  needed  to perform the given set of  employment . In  different  words, work  style  encompasses the  parts  of the task  and therefore the  interaction pattern among  the workers , with the intent to satisfy  each  the  structure   wants   and therefore the  social  wants  of the  employee. Job design is in fact a combination of job content and the work method which has been adopted in the performance of the job (Durai, 2010). Advantages of job design The implementation of job  style  in organizations is  to boost   the subsequent  things. 1.The quality of services provision 2.To satisfy  each   worker 3.Decrease the c...
Read more
Image
  Overcoming Employee Politics   Introduction Workplace politics is identified as a manifestation of power dynamics among co-workers, with people leveraging such power dynamics to further interests of a group they have affiliations with, as well as furthering their own interests (Hertel-Fernandez, 2018).   Such behavior is often considered inevitable, considering the inherently political nature of human beings which drives them in taking whatever steps towards protecting their own interests. A problem in the context of HR is when these personal motivations and interests tend not to be aligned with those of the organisation, ultimately resulting in management and employees not agreeing on the company vision. Identifying employee politics in the workplace With employee politics involving employees engaging in behind-the-scenes endeavors of achieving personal goals within their organization, negative employee politics is identified to have the potential...
Read more
Image
  Importance of Employee Retention   Introduction It is important for a successful business to be consistent in all aspects, including its employees. Having a high rate of employee retention involves keeping employees in the organisation in the long-term which ultimately results in less resources and time needed to train new employees, while also possessing the loyalty required for successfully running the business (Cooper, 2016).  High staff turnover (implying low employee retention) is a significant HRM issue because a significant amount of company resources, time and money are spent for training new employees to replace those who leave.   Problems of high staff turnover  Employee retention is important because high staff turnover brings about a range of issues to business operations.  For instance, there will be slowing down of productivity due to current employees helping out the new staff member added to the team (Birdie, 2021). In addition, there...
Read more