1. The document discusses potential approaches and measures for addressing HR challenges in the context of COVID-19 in ministries and public bodies. 2. It identifies three main situations: insufficient staff working on-site, workplace health risks, and weak motivation, stress, and burnout. 3. For each situation, it lists various options to consider such as increasing overtime, implementing flexible working arrangements like telework, redeploying staff, staggering work hours to reduce congestion, and providing training, communication, well-being resources, and health support to address motivation and stress.

1. Sponsored by: Prepared by:
Nordic Foresight
Human Resouce
Management during-
COVID-19
Prepared by :
Prima Sanjaya - 2108051016
Agustian Noor - 2108051019

2. Potential approaches and measures to address HR
challenges in the context of COVID in ministries and
public bodies
• Situation 1. Insufficient number of staff working on-site
• Situation 2. Workplace health risks
• Situation 3. Weak motivation, stress, burnout

3. (1) Insufficient staff working on-site
Increase overtime ?
3
1. Propose that the employees present in the
workplace work longer hours
2. Increase the overtime limits
3. Postpone the recuperation/compensation of
overtime hours
4. Do not allow reducing on-site working hours
when compensating overtime

4. (1) Insufficient staff working on-site
Flexible working time
arrangements?
4
1. Accept individually adapted working time for staff
with family responsibilities
2. Working hours bank arrangement
3. Postpone/Allow carry over (summer) annual
leave

5. (1) Insufficient staff working on-site
Use teleworking?
5
1. Allow remote work in as many work processes
as possible.
2. Enhance productivity of remote workers, by
integrating telework into regular work processes

6. (1) Insufficient staff working on-site
Mobility to redeploy staff?
6
1. Redeploy existing unit's staff into new roles
2. Encourage temporary mobility to units/bodies
requiring additional staff
3. Create a staff mobility platform or
4. marketplace
Mobility:
functional, interministerial, geographical

7. (2) Workplace health risks
Flexible working time to avoid
congestion at the workplace?
7
1. Stagger entry and exit times
2. Shift work
3. Compressed/shorter workweeks (on-site)
4. Extend opening/operational hours/days

8. (3) Weak motivation, stress, burnout
Training, awareness-raising,
communication
8
1. Train supervisors: to pay attention to motivation; about
leading remote employees
2. Encourage training and professional development
3. Provide well-being training to employees
4. Timely and clear communication:
o Keep employees updated on any workplace-related change
o Inform regularly about coronavirus (COVID-19)
5. Provide recognition
6. Ensure visible leadership: compassion and vision

9. (3) Weak motivation, stress, burnout
Well-being and health
9
1. Identify psychosocial risks linked to the coronavirus (COVID-19)
context.
2. Provide checklists to help your staff identify their risk of burnout.
3. Use surveys to monitor staff anxiety and stress levels.
4. Avoid overburdening essential staff.
5. Provide psychological counselling and mental health care
6. Provide telehealth options.
7. Leaders and managers to explicitly show commitment to protect
staff.
8. Help employees to develop self-care strategies
9. Promote healthy lifestyles: physical activity, rest, sleep, social
contact

10. Thank you