The COVID-19 pandemic forced organisations around the globe to shut down and either temporarily halt operations or have their employees work remotely. This shift from working on-site to working remotely required certain changes, most along the lines of technology and software but also HR policy.
HR policy refers to a plan of action taken by the company to guide employees in completing their tasks. With the unexpected lockdowns implemented to contain the spread of COVID-19 in countries, companies had to issue HR policy amendments that took into account employees working from home.
When issuing HR policy amendments, companies had to look at what it meant for employees to be working from home. Companies established the fact that working remotely did not mean an employee was no longer bound by their employment contract or company policies.
This could be with regard to work hours or the responsibilities they have been entrusted with. Companies also looked at the legal implications of employees working from home. HR management development services by LeadHRM look at these basics when developing customized HR policy for companies, especially during the COVID-19 global pandemic.
Who Can Work from Home?
Only essential services were allowed to operate during the first few weeks of lockdown, but other businesses are now allowed to gradually resume operations. However, due to social distancing measures taken in many countries, several companies have opted to let a significant portion of their workforce continue to work from home.
This has made companies look at the factors that qualify an employee to work from home. One of the key factors a business providing HR services will look at is the role of the employee and the nature of their work.
Does the employee have the technology and facilities to ensure their quality of work and efficiency is not negatively affected by their change of working arrangement? Do they have responsibilities that require their physical presence at the workplace?
In addition to this, a company may consider the employee’s personal attributes, like their ability to work independently and manage time, as well as their use of technology, self-discipline, and communication skills. The home environment of the employee is also of importance as they may need stable internet and mobile connections to work from home during a global pandemic.
Depending on the type of work done, HR services will also factor in the health and safety of the employee if they were to work from home as opposed to their workplace.
Equipment and Security
Since the spread of COVID-19 and its impact as a global pandemic was not something anyone had prepared for, employees will be required to set up work stations at home so they can work remotely. HR policy amendments developed by executive development services like LeadHRM services will take into account that the company must provide an employee with the software and equipment they require to work from home.
Some of the things HR policy amendments will look at is property and equipment as well as security and data protection. While an employee may use their personal laptops and internet and mobile connections when working at home during the COVID-19 global pandemic, employer policies on security, confidentiality, and data protection will still apply.
Thus, when amending HR policy to suit arrangements for employees to work from home, LeadHRM through their HR services will develop clear guidelines on authorization and restrictions with regard to confidential or sensitive information.
Employer and Employee Considerations
Developing HR policy is one of the many LeadHRM services companies make use of and they may rely on such HR services when making amendments to their HR policy during a global pandemic. When doing so, the HR policy must take into account employer and employee considerations. Regular communication, standards of conduct, disciplinary policies, annual leave, and sick leave are employee considerations the HR services must consider. HR policies must also look at dealing with potential issues the management may face, especially regarding employees feeling isolated and needing guidance and support, and holding daily or weekly meeting between teams that were held prior to the global pandemic.
