Talent Management in a Post-covid World- In Conversation With Bhavna Juneja

The unpredictable nature of the current crisis caused by the COVID-19 outbreak is demanding new ways of working and solving organizational problems. In this discussion with Bhavna Juneja-Global Vice President at Infinity, a Stamford Technology Company, we will address what HR professionals and organizations should consider while planning talent management strategies for the post-covid world?

New skills for the NEW NORMAL

Lesser-known practices, for example, workforce planning and design, are starting to gain prominence. Bhavna Juneja also thinks that organizations should prepare employees for the upcoming ‘new normal,’ and pioneers must put resources into reskilling, upskilling, and offering ongoing learning opportunities for employees. The process will ensure that employees effectively adjust themselves with digital change and automation in future work.”

Compassionate talent management is the key:

Since the organizations are moving faster, it’s essential to pause for a minute to think about driving them. What does the “Post Covid World” will look like for employees, leaders, and managers? Furthermore, what do organizations need to think about as they plan to move ahead?

Amid the crisis, most of the organizations freeze the hiring process. According to a report, an economic freeze due to coronavirus could cost 47 million jobs. Also, the unemployment rate can cross 32%. Most organizations aren’t employing currently for development. Instead, organizations are now adopting online platforms to up-skill their workforce. According to Bhavna Juneja, organizations should use the current time to assess internal procedures and upskill their employees. Even before the coronavirus crisis, new-age technologies disrupted several jobs, and employees lacked the skills needed to do them.

In a post-COVID workplace, leaders and managers have to be more sensitive towards employer’s needs and understand the ongoing challenges faced by their workforce. Leaders need to understand that flexible working hours can help their employees meet personal commitments alongside meeting their daily deadlines, says Bhavna Juneja.

Employees across the globe must figure out how they can adapt to a rapidly changing world, and organizations have to learn how to upskill their workforce to new roles. Of course, there needs to be a balance between flexibility and productivity. Still, a rigid approach may not be appropriate now, and a more compassionate style benefits employers in many ways.

It’s time to shift the focus from COVID and towards the future.

Employees across the globe are taking lockdown as an opportunity to follow their hobby or learn a new skill. “Now” is the right time for management to help employees take responsibility for their careers. Managers need to conduct actual career conversations with their employees and help them identify where their strengths and gaps lie, added Bahvna Juneja.

NOW is the time to take Employer branding seriously

A company’s reputation in the market is directly proportional to its attractiveness to talent and alters retention. In the current scenario, where candidates prioritize employer reputation, employer branding is extremely important and should be taken seriously, says Bhavna Juneja.

The whole point here is consistency: the internal and external image of the company should be the same.