According to a recent Gartner poll, around 48 percent of employees will likely work at least part of the time remotely after COVID-19 versus 30 percent before the pandemic. With augmenting demands, the HR remains fundamentally responsible for the workforce’s performance, productivity, and efficiency. They will have the bigger job of comprehending the challenges the employees face, including what they are struggling with inside and outside of work. This implies that employees will need support, including enhanced sick leave, financial assistance, adjusted hours of operation, and childcare provisions. In the long run, HR will also need to pilot the transition from an efficiency-driven to a resilience-driven organization.

Also, if IT was merely a facilitation infrastructure a few years ago, it has now transformed into a corner stone that enables business and even day-to-day operations continuity, even during unfavorable business environments the pandemic is a case in point. The mindset of organizations and people towards digital transformation has transformed astonishingly. In the aftermath, HR leaders need to adapt their strategy to match the hybrid work culture. Additionally, catering to people’s emotional requirements is no longer a luxury. Yes, it brings enormous challenges. But solutions often lie in technology advantage. The way People Analytics helps HR leaders develop data-driven insights to make informed talent decisions, improve workforce processes and promote positive employee experience.

On the other hand, organizations worldwide will focus on expanding their geographic diversification and investment in secondary markets to mitigate and manage risk during disruption. This will increase the complexity of size and organizational management, which in turn will create challenges for HR as operating models evolve.