This Covid-19 pandemic crisis has not spared the professional world in the public as well as in the private sector. The world of work is turned upside down because employment and COVID-19 are in a deep and uncertain connection. Big changes are coming. Situation requires. The world of work will no longer be the same. Large labor organizations will take further action. Business leaders will make new decisions and directions. Employees will have to outdo themselves if they want to keep their jobs. New provisions, circumstances, and working conditions will emerge. From human resources to material and technical resources: nothing will be spared; everywhere, we will feel great loads and improvements.
In the light of things, work has been continuously deconstructed and rebuilt over the centuries: its duration, its productivity, its remuneration, and its location have been constantly rethought, transforming trades and skills accordingly. Already, this is no longer something to hide, it jumps out to us with the naked eye, and our mind already perceives it: millions of jobs will disappear. And this will encourage the rise of certain jobs. And that will spur the development of new required skills. Skills rhyme with jobs. Employment is constantly changing and changing: the same is true for skills. No skill remains static. The colors are already on the horizon, and nothing will stop this upheaval in the world of work at all levels. No one will have a choice. And he will have reflection and tasks to accomplish to survive.
Deep and General Analysis of Employment and COVID-19 According to the Company’s Situation
Every business should rethink. With this COVID-19 pandemic, the future of any business will depend on the scope, depth, and quality of the careful analysis of the business’s current situation in this crisis.
Being the head of their businesses, they will have to wear their coats and enter the laboratory. Think about the future of the business. Without humility, let them associate executives and heads of departments to analyze the situation of the company in order to overcome this crisis. In such a case, they need to think of a democratic style and a participatory approach. Together, a broader analysis may be in order. Each business owner is called upon to take stock of the personal, financial, and marketing status of his business. And he must be helped in this task by his executives and his under-chiefs. If necessary, he should set up an analysis committee for the occasion.
The Question of Positioning
First, the first priority should be to take up the business and give it the means to adapt and position itself. Take stock of the business. Did this crisis allow it to rise or not? What are the areas and weaknesses of the company that have been seriously affected by this pandemic crisis? What are the conditions, realities, and circumstances that the company has to face if it wants to start and grow? What are the disadvantages of this pandemic crisis for the company? What are the benefits of this pandemic crisis for the company? Etc.
The Financial Situation of the Company
Secondly, it would be necessary to turn to the financial situation of the company. Make way for accounting. What is the financial state of the business? What about his budget? Is she able to afford to pay the employees as before? If yes, for how long? Does the business have enough money to restart the business? Or does it need to be funded for its recovery? When in need of funding, who to turn to, and how much will the business need?
The Question of Personnel, Skills, and Careers
Then, human resources will move on. It will be necessary to work on the Provisional Management of Jobs and Skills. Staff numbers will be assessed. The required skills will be put back on the table. Also, the job descriptions will be revised. In terms of personnel: Should internal recruitment be done? That is to say, make permutations, or promotions within the company, in the sense of the new dynamism and tone that the company needs to do. Another alternative that should not be overlooked: is external recruitment. The company may need new heads depending on the profiles and skills required. This recruitment comes to reinforce the already existing staff. But if he has to have external recruitment. So, it will not be possible to avoid dismissal. Yes, a strategic, intelligent, and technical dismissal. This dismissal could be justified according to the capacities and new skills needed. Employees who no longer meet the new skill requirements will be terminated. The link between employment and COVID-19 will prove to be a big disadvantage for such people.
In fact, the analysis of people, skills, and careers will revolve around the following questions: What is the right and reasonable workforce to jumpstart the business? Who are the valiant pawns on which the company can rely for its recovery?
For the one focused on skills and positions, we will have as questions: What skills are essential to reposition and relaunch the business? What are the key and untouchable positions to maintain? What are the possible new positions that need to be created? Likewise, the job description sheets must be altered.
For the analysis of careers and training, we will have as questions: What are the levels and degrees of experience conducive to a new impetus in the company? What should be the role of the elders? What are the valid arms that we need for the progress of the business? What training is required to increase the capacity of staff? Here, an assessment will be made on the weight and contribution of each employee to see if he should have an upgrade by training or not.
In any event, all heads of department, department and the team will have to put the dough in hand and be associated with this great task of rethinking the company according to the position and responsibilities of the employee within the company.
Big Decisions May Fall Within the Company
Shareholders and big businesses will make big decisions to reorient the company’s vision and plans and make the business competitive. These decisions will certainly impact skills and trades.
Hours of work: The working hours will be adjusted according to the needs of reviving the business and the achievement of its objectives. The timetable will therefore change.
Productivity at work: Employees will be called upon to excel. They will do their best by being productive and operational. To drive them to productivity, they will have to be motivated and given value within the company.
Remuneration for work: Depending on the company’s budget and expenses, as well as the contribution of each employee, salaries, and bonuses will be fixed. Remuneration will be a means of motivation in order to boost performance.
Work location: Offices can be rearranged. Or even some will be forced to work at home. Telework could be in vogue. Already in full containment, telework has proven itself. No one doubts its importance now. Even other businesses may change their address (headquarters or premises) for one reason or another. This may be due to a significant need to do so or to reduce expenses (if the workplaces cost enough).
Hygiene, security, and occupational safety conditions: Sanitary devices should be set up or either reinforced within the company in the fight against the coronavirus. Working conditions will not be limited to hygiene. But security and protection will create serenity among staff. Good working conditions encourage dedication at all costs.
A crisis committee: No one knows until when this crisis will be in full swing. It may have possible twists. So the best will be to set up a crisis committee that will aim to reflect on how the company should continue to adapt to present circumstances and anticipate a possible wave of this pandemic. You could say that this crisis surprised us. And no one knows the end of this pandemic. But the best is to always face it until it disappears.
Towards digitalization and robotization of work. IT and digital will have a big place in the world of work. Every business, in one way or another, will seek to become familiar with or immerse themselves in the digital world. We will try to simplify certain tasks by digitizing them. Or robotization will be a second alternative for companies, especially those in the industrial sector. Who knows? New materials or machines will emerge to facilitate work for workers.
The Employee Facing the Challenge to Overcome the Anticipated Bad Connection Between Employment and COVID-19
Employees are challenged to update their skills and strengthen the development of their talents. This is no longer to be discussed, technical or temporary unemployment, we will have enough. And, after this crisis, or for the revival of the business, it will be the race for skills. Companies will recruit talented, competent, and successful people to perform tasks efficiently. The useful employee within the company will be the one who positions himself as a force for proposal and innovation.
A word of advice: Employees, think about how to be more useful and efficient in your service and sought after on the market. This is why, employees, in such a world of work with such a dense atmosphere that is fast approaching, one of the attitudes to be adopted: it is to train. Read, learn, organize, reinvent yourself, develop your potential, strengthen your skills, and diversify your knowledge. That’s not all: you might be interested in IT and learning the English language. And above all, focus on your future and become. Who knows? Maybe retraining can be an alternative!
Professional Retraining, an Outcome?
Because he will have a lot of job losses, retraining may probably take off. While some will want to be self-employed, some will consider changing jobs. For this, to be successful in retraining, it is advisable to get support because it’s starting a new career.