by Veerle Cool
The coronavirus crisis has shaken up our work and HR landscape badly. Furthermore, many of the new challenges we have had to face are likely to become permanent elements of a so-called ‘new normal’. This requires a deliberate, targeted approach to gradually recruiting – and at a later stage, retaining – employees. Time for a good action plan!
An HR policy revolving around workable work and the desire to improve employee well-being has proved effective in the past, and continues to reap rewards today. Employees are what make or break an organisation. A future-oriented, people-based HR policy allows personal and corporate growth to go hand in hand, even in uncertain times.
Furthermore, HR policy directly affects the retention policy (to keep existing employees) and employer branding (to attract promising new candidates). That means that now more than ever, it is good to make time for a careful review and to take action as necessary.
Possible supporting actions can be classed according to four aspects of workable work. We list these four aspects below, along with a few sample questions.
There is a good chance that you know change is needed. Where to start, though? And how to steer your HR policy in the right direction? We meet personally with your manager or a core team of key figures to examine the current situation during an audit interview. Based on your greatest organisational challenges, we identify possible weaknesses and threats, but also important strengths and opportunities. Finally, we translate these various angles into a targeted action plan to serve as a guideline in preparing your organisation to face the future.
In our opinions, we rely on current legislation, interpretations and legal doctrine. This does not prevent the administration from disputing them or from changing existing interpretations.
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