Work force

Redefining The Role Of HR To Meet The Demands Of A New Workforce And Way Of Work

The past few years have seen HR leaders dealing with various challenges. It could not have been easy, given how rapid the changes could be within organisations, particularly during an unprecedented pandemic.

From navigating the multiple Movement Control Order (MCOs); deciding on working arrangements; adapting to digitalisation and new HR management system, and dealing with the challenges of talent retention amid employees’ concerns; to burnout from ensuring that the levels of productivity stay constant, HR’s role has grown, and the need for HR’s expertise and leadership has never been greater.

HR now needs to support the future of work, emphasising the “human” element. To do this, here are some things that could be key to redefining the role of HR.

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  1. Prioritising employee wellbeing

Workplace “perks” used to be dominated by fun, quirky things like free-flow snacks, nap pods, game rooms, bean bags, and casual Fridays – but the pandemic has changed this.

It has sparked the move to ensure that employee well-being takes top priority, and the current war for talent sees companies stepping up their game regarding employee benefits. Wellbeing programmes should also be more holistic, incorporating not only physical and mental health but also emotional health, career development, financial planning, and team building, among others. 


2. Help employees find their purposes within organisations

Some employees can be unclear about their purposes in the workplace, and this is especially true with those who joined during the pandemic, who might have minimal face time with their managers and team members. As a result, they put more emphasis on the more tangible aspects of their career – promotions, pay raises, and recognitions, which admittedly are extremely important.



However, with a lack of purpose, employees can feel like they are doing meaningless work, impacting their motivation and productivity. HR’s role in this is to help them find their purpose. Communicate and let employees know the goals of your organisation and how they are contributing to that.

3. Deep diving into technology

Some HR professionals are hesitant to adopt new technology, and this could be due to several reasons such as feeling unsure of how it will actually function within their organisation, or they might fear that technology will render their role obsolete, or it is simply the case of not being technologically savvy.

Change can be scary, however, technology and new inventions in HR are something that should be welcomed. A lot of HR processes can now be automated and the time that is not spent drafting reports and checking leave forms and applications manually give HR leaders more time to focus on what is important. They can finally focus on the bigger picture – the need for a “new” workforce and way of work.

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