How To Future-Proof Your Organisation Inside Out Post COVID-19

How to future-proof your organisation when the pandemic has upended almost all aspects of our daily lives? If you believe in the mantra that people are the greatest asset of any business, then the importance of the HR function in the post-pandemic world will be twofold. 

First, it needs to prepare the organisation for the workforce transformation stemmed from the aftermath of the pandemic. And second, it needs to help employees adapt to the new normal, keep up with the evolving job skills, and ensure their wellbeing. 

As a result of the post COVID-19 “new normal”, HR functions have to plan ahead a multi-pronged strategy to future-proof their organisations for the coming changes. 

Retaining and engaging top talents are the priority for CHROs. Having a high-performing team in the company can help their organisation to retain the valuable roles, key people and skills in-house and flexible to fill in new roles quickly. A talent transformation within the organisation is inevitable, and the solutions lie within investing in employee career progression as well as integrating smart hiring.

Read more: In a World of Volatility, Invest in Employee Engagement

1. Workforce planning

The constant development of technology will be the determinants of the key skill set needed for your organisation to be successful. That’s why organisations must carry out workforce planning to identify the current and future skill gaps in their workforce. Develop an effective succession planning and leadership development to support your core talent and help them prepare for the challenges in the future and quickly adapt to changes.

Read more: Build Succession Plan on Continuous Performance Management

Succession planning is a process of determining the skills your organisation needs as well as having an appropriate practice to develop the potential ones for a new role. It’s critical for talent acquisition, together with leadership and HR to finalise an overview of how they expect the business, and specific roles, to transform.

Once your organisation have had a development plan, it is easy for HR leaders and managers to identify high-potential employees who want to develop along with the organisation and fill in the key roles as they transform. The ideal proposal would be for the coming three to five years so that the business can be proactive to changes and create an effective talent pipeline.

Read more: Communication Problems in the Digital Workplace

Encouraging employees to learn new things constantly, and not afraid of being challenged will help them on their development journey and improve their engagement with the organisation. Relevant training and learning opportunities will empower your employees to be a part of the succession process. Those who strive to learn and are supported by their organisation will be able to fill existing and anticipated skills gaps, improving their performance for business success.

In order to be ready for the evolving business requirements, as new generations enter the buyer’s market and the workforce, organisations should take the talent pool as the centre of the evolvement. Invest in employees’ self-directed personal growth while directly relate to the company needs is the initial steps to future-proofing your business, keeping up with the pace of change.

Read more: Maximising Employee’s Training and Development in the Digital Workplace

Traditional performance management approaches are no longer effective as annual reviews, scattered feedback sessions have little value for the development of the employees. Nowadays, a smart learning and development strategy involves regular coaching and review between a manager and an employee. Moreover, regular tracking of employee’s performance can help managers to get relevant insights and allow them to leverage an employee’s strengths efficiently.

Employee’s learning should be made a part of the job, creating opportunities for them to learn new areas of the business, meet others in the organisation. Training can be provided through different means – video or virtuals coaches for employee’s different preferences. Useful and timely feedbacks and training from superiors make employees feel valued and engaged with their organisation.

Read more: 3 Reasons Why Having Management Feedback is Important

The requirements of a job recruitment are not an exception from the transformation of Talent management. It is predictable that in the next 10 years, a specific role description will change considerably to adapt to the changing environment. Therefore, organisations should focus on hiring the versatile and multi-talented individuals as they will be the ones best able to adjust and contribute across various roles, applying what they learned in one part of the business to projects in another.

So how do you, as a recruiting professional, be able to compete in the race to recruit these resourceful individuals for your organisation? A pre-hire assessment can help reveal a candidate’s potential through insights and data gathered from the candidates. The analysed data allow the recruiters to dig deeper into the candidate’s capability, hence, make their hiring decisions as accurate as possible.

Read more: Pre-Hire Assessments: Definition and Factors to Consider

Developing the organisation’s Talent management is an on-going process that has to be updated constantly. Business leaders and HR managers have to sit together and work out a strategy to, not only retain crucial talents but also give them the opportunity to grow and take on new responsibilities. An organisation that is successful in engaging and develop their talent pool will be able to withstand any weather and incoming storms.

Looking for better ways to maximise your current strategy to improve employee’s engagement, training, and development? Talk to our experts by requesting a completely free demo today!