Top 3 Challenges HR Leaders Are Facing

Human resource is rife with challenges. It is always dealing with urgent issues. The issues, however, are common; they just need immediate attention. The current situation is unprecedented and has thrown employers off their track. Leaders are caught off guard and are working to do their best. 

COVID-19 has forced organizations and ultimately human resource leaders to see work in a different light. Amid the growing uncertainty, work has taken an unexpected turn and the future of work looks completely different than what we imagined. HR leaders are left in turmoil, working to find a way out of the current situation.  

Many organizations have halted their hiring plans to attend to more urgent issues. Productivity and business continuity is a top priority for companies while ensuring employee health and safety.  Hiring has taken a back seat and leaders are working to help existing employees settle fast in their work-from-home setting. CHRO and other leaders are working out ways to  collaborate

The present situation presents three major challenges for human resource leaders.

1. How to handle disruption

One of the major traits of senior business executives is to handle and manage change and disruption. It is one of the essential skills that makes you a leader. The shift to work-from-home mode has brought unprecedented changes in organizations and work plans. Several leaders and teams were already struggling to manage their workforce and operations while allowing employees total flexibility in their work schedule. The pandemic has turned all plans upside down. Now human resource leaders need to find ways to enable employees to be productive while ensuring employee wellness.    

  1. How to attract and retain talented people

    Now that workers are working remotely, employers need new ways to engage employees. During the pandemic, a significant number of workers joined companies while contributing completely from their homes. While working from office, physical interaction, meetings, get-togethers, and other physical forms of interaction made engagement easier. This, however, will be difficult to maintain on screen-to-screen interactions. In brief, the rules of engagement games have changed completely.

Human resource leaders now need to think of innovative ways to engage and retain employees.

Similarly, with organizations going completely remote, employees now have access to job opportunities worldwide. This puts human resource leaders in a precarious position to attract talent. Employers need to think of ways to differentiate themselves from competitors and ways to be more attractive to top talent in the industry.   

In brief, the burning question among employers is: how to retain a virtual employee through all this disruption? How to engage all our people?

  1. Digital transformation

    Many employers were still dependent on traditional infrastructure to meet their needs, with digital transformation plans in progress or waiting in line in the next 2-3 years. The COVID-19 outbreak has either accelerated the plans for employers that were already in the implementation phase or shortened the plan from years to mere a week.

Human resource leaders need to find ways to implement the complete plan and execute it in an effective way to meet the organizational goals. HR leaders need to know how to use the technology to keep the productivity and efficiency of teams intact.  

Security, well-being, productivity, communication, and collaboration are all areas that need equal attention. Human resource leaders need to find a way to manage all without compromising on one. Additionally, HR leaders need to learn how technology can help employees avail of HR services conveniently.


COVID-19 outbreak is an unprecedented situation for employers. While it is bad for health and safety reasons, it is also an opportunity for employers to prepare their workforce for the future. Remote work doesn’t only help employees; it is an alternative way for organizations to focus on building work-centric culture, rather than worrying about office space, commute, etc. – that are critical job acceptance factors among talent.

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