Nearly every career has been impacted by the recent pandemic, but debatably none more than human resources. Human resources help to manage the recruiting, training, and trajectory of a company’s staff – all of which have changed drastically since the onset of COVID-19. According to a SHRM survey of over two thousand HR professionals, 83% have changed their business practices in the past few months, and it is uncertain if organizations will ever go back to business as usual.
Here are some common HR responsibilities that will look a little different in the coming years, and how your team can prepare to face these challenges:
In the past few months, about a third of employees that had been working in-person transitioned to working remotely. To accommodate this transition, HR teams across the nation worked quickly to implement socially distanced hiring practices, such as virtual interviews, remote background checks, and online onboarding programs. For many organizations, in-person interviews and onboarding aren’t coming back any time soon, so ensure that your team is well-prepared to continue hiring remotely for the foreseeable future.
Attract, assess and hire the best employees for your team
In addition to interviewing and onboarding, job descriptions themselves will have to change. When writing job descriptions, focus on abilities and characteristics that are suited to remote work, like independence, tech-savviness, work ethic, and strong communication skills.
Another aspect of HR that has shifted recently is employee training. Many companies are being forced to replace in-person lessons, seminars, and workshops with virtual counterparts. Online courses (created in-house or derived from sites like LinkedIn Learning or Coursera) and Zoom roundtables are great alternatives to traditional training.
Even when your company starts to return to the office, the content of your employee training might need to be refreshed. Social distancing guidelines, technology tips, and remote work etiquette may be added to the normal training content. Furthermore, work rules may have to adapt to a partially remote work environment, so make sure that your training is updated accordingly.
3. Company Culture
Keeping company culture strong and morale high while working remotely can be difficult. To keep a strong sense of community, HR teams will need to brainstorm new ways for employees to socialize. Virtual coffee breaks, online team games, remote birthday celebrations, and mentorship programs are all great ways to encourage community amongst your staff. Furthermore, be sure to celebrate company successes and emphasize your company’s mission statement to give your team a sense of unity during these trying times.
4. Diversity & Inclusion
Ensuring fairness and maintaining diversity at work will look a little different for companies that are working remotely for the foreseeable future. How can you accommodate disabled remote workers? How will you ensure that you’re hiring a diverse set of employees? Will you implement blind hiring practices or pre-employment tests? Where will you source your talent to ensure you’re reaching a diverse candidate pool? These are just a few of the issues that HR will have to consider as we enter an era of increased remote work.
5. Assessing Job Performance
Finally, as we see our coworkers in-person less often, HR will have to rethink how they evaluate employees, reward star staff members, and take disciplinary action. If you have an employee that you want to put on a Performance Improvement Plan (PIP), it can be hard to monitor their progress and help them improve remotely. Likewise, praising a hard-working employee in front of your entire team is tough to do online. HR teams need to be prepared to evaluate, praise and guide employees virtually.
According to Stanford University research, an astonishing 42% of our workforce is now working remotely. While flexible work has been a trend for years, the shift became more abrupt in the wake of COVID-19. This change will pose new challenges for organizations everywhere, but with the right preparation, your human resources team can handle these changes with grit and grace.
NAPLES, F.L., June 12, 2018 – Brilliant HR, a global leader in Compensation Planning and Human Resource software , announced today that Nancy Thalheimer will assume the position of Vice President of Business Development. Ms. Thalheimer will be instrumental in acquiring new clients to further develop Brilliant HR’s growing portfolio of national and international accounts. Ms. Thalheimer joins Brilliant HR after an impressive 27-year career as an entrepreneur and co-owner of Thalheimer’s Fine Jewelers, a high-end jewelry retailer located in Naples, FL. Nancy’s experience managing the intricacies of a business, as well as delivering exceptional client service will make her a tremendous asset to the team. As VP of Business Development, Nancy will direct Brilliant HR’s growth both nationally and abroad, through targeted client acquisitions and strategic partnerships. Nancy will play an integral role in marketing Brilliant HR’s unique product offering and steadfast commitment to brilliant client service and innovation. Ms. Thalheimer commented, “I am honored and excited to join the Brilliant HR team. The commitment of everyone in this company to integrity, and above all client service is what makes our organization so special. Our clients are the foundation of our success. I look forward to working with the team to exceed aggressive goals, by educating prospective clients on the high quality compensation and talent solutions Brilliant HR has to offer. .” About Brilliant HR Inc. Brilliant HR provides a first-class compensation management software that helps organizations streamline and automate salary planning. Our secure web-based platform transforms the complicated compensation planning process from laborious and inefficient to automated and error proof – for clients across various markets. In addition, through a premier partnership with Deltek, Brilliant HR also offers a comprehensive Talent Management Suite. The unified cloud-based platform is an intuitive solution to attract, hire, develop and retain the right talent within your organization.Founded in 1999 and still a privately held, women-owned company, Brilliant HR has locations in Florida, Texas, and Washington D.C. For more information, visit www.brillianthr.com
Brilliant HR and Brilliant Compensation are either registered trademarks or trademarks of Brilliant HR in the United States and/or other countries.
Thank you to our friends and clients who have reached out to us during this difficult time. Our city was directly hit by the massive storm last week and our office has been without power/cable, as well as our homes. We are trying our best to get in touch but cell service has been inconsistent as well, so please be patient and we will reach out as soon as possible! Thank you so much. Best, The Brilliant HR Team
We know you are very busy and our goal when you contact Support is to get your case to resolution as quick as possible so you can get back to other work activities. We launched our Customer Care Connect website in April and wanted to make sure you are aware of the latest resources available to help you get things done!
The Customer Care Connect Site
The Deltek Customer Care Connect site (https://customercare.deltek.com) requires you to login with your individual username and password. If you don’t remember your password, simply click Account Assistance on the login page and follow the instructions. You will find a quick Connect Site overview video on the Home page to give you a brief tutorial of the site. Access the Connect site to:
Log new cases and manage existing cases
Use Enterprise Search to access our Knowledge Base and Release Documentation
Connect with other Talent Management users on our Customer Forums
Submit product enhancement requests
Direct escalation to Support management
Quick Chat with Support Available Now!
We are excited to announce that as of August 8, 2016, Talent Management customers now have access to Quick Chat on the Customer Care Connect support website. Use Quick Chat to get answers to general questions from our Support team. For more complex questions, please log a case via the Submit Case page and you will receive a prompt reply.
Support Escalation Widget
If you have submitted a case with Support and it hasn’t been handled to your satisfaction, you are encouraged to contact the Customer Care Support Management team directly through our Escalation form now available on the Connect site Home page.
Engage with literally thousands of Talent Management users and experts in the Customer Forum on the Customer Care Connect site. This space is dedicated to conversations around best practices, tips and tricks, etc. Feel free to jump in to interact with the community!
Contacting Customer Care Support by Phone
The phone number for Authorized Support Contacts to contact Support is 1-877-HLP-PROJ or 1-877-457-7765. Please be sure that you have your unique 6 digit individual contact ID when calling Customer Care. When you provide your Contact ID, our average speed to answer is under 2 minutes! If you do not have your Contact ID you can find it on your Home page on the Connect site in the upper right hand corner under your name.
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In case you missed it, last month Brilliant HR | Deltek released the new information book, Talent Management for Dummies, Special Edition.
Talent Management for Dummies details how an effective talent strategy can impact your company’s success. People are the greatest asset in your organization. Managing employees through the entire employee lifecycle, from hire to retire, is the key to attracting and retaining the best talent.
Talent Management for Dummies will help you:
Understand the concepts of an effective “people” strategy
Learn how to use technology to acquire, develop and retain top employees
Accelerate the human performance of your organization to the next level
The components of a robust talent strategy are broad-reaching, touching all facets of your business. The talent war is on, but it isn’t too late to play on the winning side by developing and implementing an effective talent plan. Download your copy of the book here.With the release of the book, we also kicked off the first of a five-part informational webinar series. In Deltek’s first educational installment of the series, Win the War for Talent, attendees began the journey to understand the talent management components that will help their organizations win the war for talent, including:
Understanding the challenges of a multi-generational workforce
The importance of aligning your talent management strategy to your business strategy
Why companies who are winning the war for talent are embracing technology to help them be competitive
To listen to the recorded webinar, click here. Make sure to register for the remaining webinars in the series as well!
June 16 – Finding Qualified Talent Fast
July 21 – Retaining Top Talent
August 9 – Investing in Your People
September 14 – Leveraging Technology to Manage Talent
Here are our top 3 steps should companies take to make sure they’re hiring the right person every time:
Strategic Fit: First and foremost, organizations need to clearly define why they are hiring this person – in other words, where will this role fit into the organizational strategy and direction? Every role needs a purpose. Not only will this ensure that the employee filling the role is adding long-term value to the organization, but it will also ensure that the employee feels a sense of purpose every day they come to work.
Cultural Fit: Secondly, the company should have clear tangible values and culture that each employee contributes to in some way. The reality is, that no matter how talented someone may be at what they do, they may not fit into their department, their team or the company as a whole, which would make them just as bad of a hire as someone without the proper skills. If they don’t feel like they belong, they will quickly become disengaged, and would probably end up leaving their role prematurely, putting you back at square one.
Competency Fit: Last but not least, the most common fit that recruiters look for in candidates is in the experience and skills they have acquired that make them eligible for the position. This is the most obvious fit, but even here, companies can be too hasty in their decisions if a candidate has “most” of the requirements they are looking for. One of the easiest ways to mitigate this is to list out the position’s “must-haves” and “nice-to-haves”. That way if someone is missing one of the “must-haves”, they are automatically disqualified from the position.