HR news and updates from the E.L Blue Team

Most businesses are back working, for some it is a boom time, for others it’s a slow rebuild.  What is apparent is that we all faced some changes in how we operate. 

Many companies are looking at wholesale change in how they operate.

Liquid Professionals

Some  are expecting to replace up to 1/3 of their permanent employee workforce with what has been termed ‘liquid professionals’ or a contingent type workforce that is skill or assignment specific.

Remote Workforce

Other businesses anticipate a very large proportion of staff working remotely and from anywhere in the world. 

HR Foundations

While management teams will have to adjust, the HR function has the added tasking of how to ensure the fluid and remote workforce is integrated into the business.

  • Contracts and employment agreements will need to reflect to the differences operations and working arrangements and the transient nature of the workforce.
  • Onboarding processes will need to be sharper and allow the ‘liquid professional’ to hit the ground running, while protecting the interests of both the company and individuals.
  • Health and wellness (physical and mental) is a key concern now, and will remain a major consideration of the HR function.
  • As recent new waves and lockdowns have shown, emergency preparedness and return to work processes and procedures will have to be able to respond quickly while maintaining business continuity.

Key to getting this done is going to be the capabilities of the HR function to have a flexible system that will service these needs. 

Future Skills

Our COVID19 present world has left many considering what skills are essential skills going forward.  It is pretty unanimous that the following are desireable traits and skills for employees of the future.. 

  • Innovative
  • Critical Thinking
  • Creativity
  • Communication Skills
  • Adaptive and Resilient
  • IT and Cyber Security
  • Data Literate
  • Digital and Technology Savvy
  • Leadership

Successful companies will integrate these competencies into their talent management process.   It will involve a change in thinking about recruitment requirements, approaches and selection criteria and also development of existing talent.

It is time now to start these processes, no matter the size of the business.   While 2021 will  not be as immediately disruptive as 2020, we can only guarantee that the disruption will continue.