The unprecedented scenario created by the COVID-19 pandemic provided many challenges for HR admins, business owners, and employees. The main goal of this blog is to provide them with 8 practical action items to ensure a smooth transition without losing productivity.

1. Appoint a designated COVID Crisis Management Team

Create AOR (Area of Responsibility) for COVID Crisis Management. A “COVID Crisis Manager” should be assigned for each department and their respective email IDs and phone numbers to be displayed in the public profile. This helps employees to view details and seek help from them if they need it.

2. Inform relevant Departments on an Event

In case of a distress call from any employee, the designated admin initiates a checklist for all necessary stakeholders to understand the situation and they act accordingly on the relevant items. The checklist can be predefined, with reminders, reporting and status checks

3. Keep your Employees informed

Use “Announcements” to share the latest news (Internal and external) frequently with employees. Create FAQs, share useful video links, infographics published by authentic sources such as WHO.

4. Track your Workforce

Use shifts to track your workforce, whether working from home or from office. Allow managers to access this area and assign employees on certain shifts, keeping HR informed.

Use reasons and extra information to be captured when employees apply leaves especially long leaves to ensure required travel restrictions, corporate and regional rules, and regulations are applied.

5. Capture Critical Communication

HR should ensure their employees maintain and capture critical information such as an address, emergency contacts, and blood groups. They should also track OTBI reports and use alerts as reminders to their employees.

6. Seek feedback from Employees

Working from home or from the office can be stressful during this time. Employers can gather important information about how employees are managing their routine work, balancing personal and professional priorities, stress, etc. Ask your employees to fill questionnaire templates (weekly basis) that are to be used by HR for reporting. HR can use this information to contact employees who are feeling stressed, motivate them and collect the feedback.

7. Seek feedback from the Crisis Management Team

Taking consistent feedback from your crisis management team would be important to ensure your crisis management plan is working effectively. Create questionnaire templates to be answered regularly by the crisis management team.

8. Award your Employees

Let your deserving employees know you care for them. Award them individually using cash or leave benefits and let it reflect in self-service via compensation. For example, credit leave days to the employee. Notify the employee and their managers for the outstanding continuous support employees provide in these difficult times.

The bottom line

While COVID-19 presents numerous challenges, it also provides an opportunity for employers to sharpen their efforts and create a strategic view of employee relations. With Oracle HCM, you get free access to the workforce health and safety module that helps to keep your employees safe. Stay connected and show your employees that you are with them.

Ninad Ghate

Ninad Ghate

12+ years in the IT industry in presales, implementation and consulting of HCM (Human Capital Management) and Talent Management solutions. Instrumental in the customers efforts to bring about business transformation in the organization by providing appreciable consulting services helping easier and faster adoption to the Cloud model. Plays a Key role in determining the HCM business strategy for customers in line with legacy applications, IT landscape and the proposed the HCM cloud services.
Ninad Ghate

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