GREAT CHALLENGES AHEAD FOR HR - POST CORONA LOCKDOWN

Leadership by HR is the key to be addressed  and to overcome various problems, issues pertaining to sustain and drive the Business.  During the past four weeks, Business and Economy are severely & extremely hit globally without any exception to India. The effects and after effects of the epidemic unknown to the world has hit and continue to be so until reducing and eliminating the disease.

BUSINESS TODAY; AN INJURED WARRIOR IN A BATTLE FIELD.
Business needs multiple supports, extensive committed & dedicated workforce, team work, nourishment & care, draw out appropriate strategies, meticulous planning & designing, and most important being “forecast” -  any threats and losing any opportunities.

Here, where the HR must integrate itself in the Business, and play a pivotal role. HR must be assertive in terms of positive movement of Business. Treat the Warrior in all respects so that the warrior is back in the battle. Any withdrawal by HR tantamount to running away from the battle field.
Let us discuss “Leadership by HR” in Business.   HR as a bridge between Employees & Business

List of issues – post lockdown.

1. Huge finished products inventory – undisposed or accumulated.
2. Work-in-progress – in terms of quantity & value.
3. Disruption of supply chain.
4. Uncertainty in resumption of supply chain.
5. Customers being in the same position thereby leading to problems in lifting the finished products- either delay or postponement.
6. Debtors & creditors – problems related.
7. Working capital.
8. Any chances of customers either cancelling / postponing the pending orders.
9. Payment of salary to all direct / indirect employees with contributions to social security & Insurances.
10. Financial losses incurred during the period.
11. Recovery period
12. Cost savings / cuttings / austerity measures.
13. Market- low / depleting / no fresh orders etc.​

Shop Floor related:

1. Resumption of work – readiness in all respects.
2. Stage wise / staggered resumption.
3. Likely directions by the Central Government in the direction.
4. Health & Safety related issues – due to closure of 3 weeks.
5. Manpower deployment plans.
6. Prepare Plan-A, Plan-B , Plan – C  etc - indicating the stages of production, shift wise with absolute minimum number of employees
7. Any relation of production planning versus the accumulated stocks either in the Factory or in godowns / ware houses / show rooms etc ? To be examined.
8. Flexible deployments / multi-activity etc.

HR Related:

1. Position of permanent workforce, contract workers, Trainees, Apprentices under the App. Act or under Standing Orders, NEEM etc.
2. Post lockdown, legal ways to reduce the number of workforce.
3. Options of Layoff  / suspension of operations / etc.
4. Prepare the mind-set of employees as well as the Trade Union on the issues.
5. HR as a bridge between Employees & Business.
6. Cost savings / cost reduction measures.
7. Austerity measures for one & all.
8. Effective communication channels for everyone.
9. Employee Relations- ensure healthy, supportive & cooperative.

What HR can carry out now during lockdown period so that post lockdown is managed productively.

1. Formation of virtual Teams within the Organisation.
2. Each Team entrusted with a task / tasks.
3. Frame issues for each team / teams.
4. Brain storming sessions – to arrive at conscious recommendations.
5. HR to lead all the Sessions – no delegation whatsoever.
6. HR to consolidate the recommendations for further steps of actions.

Next step by HR:

1. Task Force with Plant Heads / Chief/  MD with other Functional Heads.
2. HR to carryout preliminary study of the recommendations of Teams – examine the pros & cons including examination from Legal point of view.
3. Presentations, discussions and delegations to each member of the Task Force &  its responsibilities.
4. Draw out plans of actions.
5. Plans and action plan to be kept ready well before 14th April, 2020.
6. Communications to all employees – about the entire scenario, and the plans for strategic approach & periodic communications.
7. Close liaison with the Trade Union and their involvement & participation
8. Aggressive involvement of HR in all the above & taking leadership is the order of the Day.

K.Vittala Rao.
​Management Consultant.