Key Points from an article on Joshbersin.com website about a project with the MIT Sloan Management Review and CultureX to find out what HR teams around the world are doing to respond to the COVID-19 crisis

1. COVID 19
HR – THROBBING AND THRIVING
How HR teams around the world are responding to
the COVID-19 crisis..
SOURCE: https://joshbersin.com/2020/04/covid-19
W O R L D PA N D E M I C

2. A website joshbersin.com owned by a
Mr.Josh Bersin
world-known industry analyst commenced on a project with the
MIT Sloan Management Review and CultureX to find out what HR teams around the
world are doing to respond to the COVID-19 crisis.
Lets know the key findings from the survey…

3. 6%
7%
7%
7%
10%
10%
12%
14%
14%
16%
17%
26%
0% 5% 10% 15% 20% 25% 30%
Foster Conections W/Employees Remote
Help Employees /Mental Health
Reduce Costs
Deal with Uncertainity
Plan workforce Utilization
Increase Long Term Viability
Continuity of Business Operations
Communicate Frequently and clearly
Protect Employees Jobs
Create Engagement Working Remotely
Transition to Remote Work
Health of Employees
TOP ISSUES
TOP ISSUES AS PER HR DEPARTMENTS
TOP ISSUES
 Health & Wellbeing
 Manage Remote Work
 Jobs & Continuity
 Mental Health, Uncertainty

4. 5%
7%
8%
8%
9%
12%
13%
15%
17%
38%
54%
0% 10% 20% 30% 40% 50% 60%
Social Isolation
Productivity
Family Health
Workforce Balance
Stress and Mental Health
Viability of Employer
Remote Work
Personal Finances
Childcare and Home Schooling
Personal Health
Job Security
TOP ISSUES
TOP ISSUES ON EMPLOYEES’ MINDS
TOP ISSUES
 Financial Security
 Health & Wellbeing
 Family
 Productivity & Work

5. 20%
20%
27%
33%
43%
55%
64%
67%
71%
71%
72%
73%
75%
77%
77%
80%
80%
82%
83%
85%
86%
91%
93%
94%
100%
100%
100%
100%
0% 20% 40% 60% 80% 100% 120%
Coordinate response across different teams, business units and regions
Retain focus on Longterm success while respponding to immediate threats
Help employees cope with uncertainity about the future
Help our customers respond to current situation
Support front line employees
Contingency planning for multiple scenarios
Respond to changing conditions quickly and effectively
Adjust business and HR priorities
Check in with employees on regular basis
Help business leaders ensure long-term viability of organization
Ensure continuity of critical business Operations
Provide tools and training for remote work
Take steps to protect employees' jobs
Communicate Frequently and clearly
Foster connections between employees working remotely
Help employees manage stress and mental health
Create or activate a crisis managemen team
Transition employees to remote work
Plan and adjust utilization of workforce
Protect health and wellbeing of employees
Stay up-to-date and comply with government policies
Seek regular feedback from employees
Implement protective measures for On-site employees
Create and communicate consistent HR policies
Introduce a centralised information centre for COVID-19
Institute daily meetings to make sense and course correct
Top leaders fully transparent in communication with employees
Virtual coffe breaks, happy hours to help employees socialize
TOP ISSUES
WHAT ARE COMPANIES DOING?

6. BIGGEST HR CHALLENGES DEALING WITH COVID-19
1
2
3
4
DIFFICULTY COORDINATING RESPONSE ACROSS TEAMS,
BUSINESS UNITS AND GEOGRAPHIES
TWO WAY COMMUNICATION IS NOT AS EFFECTIVE AS IT
COULD BE
NOT ADJUSTING FAST ENOUGH TO HELP OUR CUSTOMERS
LACK AGILITY TO RESPOND TO RAPIDLY CHANGING
SITUATION

7. EMPLOYEE EXPERIENCE (EX) REVISITED
BEFORE COVID-19 AFTER COVID-19
FOCUS Productivity and Engagement Diagnosis and response
MOMENTS Major Talent transitions (On-boarding,
move, promotions)
Immediate actions (Infections,
incidents, location)
EXPERIENCES Designed in advance Designed in real time
LOCALE Global then Local Local then Global
HR FUNCTION Domain Centered Cross Domain
PACE Periodic data analysis Real time data analysis

8. Relax rules for hours, pay, and
vacation to respond to fast-
changing conditions
Rapidly develop programs to educate, train, and
empower people to work at home.
Stay positive and communicate a
positive growth spirit despite the
uncertainty and change
Quickly assess what jobs are going
away and start to align people
toward new roles quickly.
Create real-time data collection to
identify precisely where problems
are occurring
Develop rapid response teams that
cross organizational boundaries.
Distribute authority to
remote HR professionals,
and coordinate action
quickly
Focus on people first, economics
second.
05
0307
06 04
01
08 02
KEY TAKEAWAYS FROM THE SURVEY
KEY POINTS