HR Leadership Strategy For Pandemics

HR leadership has acquired a new meaning in the light of the pandemic facing us at present. While companies usually have contingency plans to deal with emergencies, these are typically made with fires/flood, loss of utilities and other natural disasters in mind. A global pandemic of this proportion is hardly ever factored into the HR Leadership Strategy.

Business disruptions of this magnitude raise several questions for employees, for which they look to their HR leadership for solutions. In addition, such events have a disproportionate impact on clients and business partners. With the long passage of time usually associated with such pandemics, the cascading effects of these disruptions are felt across all business functions of the company and can finally lead to complete breakdown and closure.

For employees, the biggest concern is the fear of exposure and the anxiety and uncertainty associated with such events. Travel policies, work from home policies, succession planning etc. are also challenged for their efficacy at such times.

Given the fact that we have now faced similar situations in recent years with MERS, SARS etc., it is likely that the current pandemic will not be the last one we face. HR leadership cannot wait for another crisis to develop before responding with the appropriate strategy to successfully steer the organization through the impact of extended disruption.

Key Aspects of an Effective HR Strategy for Implementation during Pandemics:

• Clear and frequent communication with employees and local HR sub-leadership
• Dissemination of timely and accurate inputs to local/regional teams
• Consultation with regional leadership to make critical time sensitive calls and delegate as much as possible for shutdowns/office closures etc.
• Having flex and surge mobility resources on hand to deal with emergency travel requirements
• Planning for Prolonged Absenteeism
• Identifying critical roles to keep the business running as usual
• Developing redundancy around these critical roles
• Developing Procedures for Decontamination of Facilities
• Readying a Crisis Management Team with the required training and skills
• Developing HR policies covering sick leaves and provisions for working from home that will come into effect during such pandemics
• Medical awareness training for each employee
• Revisiting medical insurance to align with pandemic requirements

A comprehensive HR strategy covering these key aspects will provide senior management guidance on actions to be taken when the crisis arrives at their doorsteps.