Talent and workforce

    COVID-19 enterprise resilience checklist: We help you navigate the now, next and beyond

    Talent and workforce: key considerations

    Chief Human Resources Officers (CHROs) should focus on enabling business continuity and crisis management.

    • Enable and support teams as they lead through crisis, engaging resources for safety and crisis management
    • Deploy workforce planning to support short term contingency; leverage modelling tools to assess cost savings options
    • Review business travel patterns and support ‘stranded’ colleagues in transit and globally mobile colleagues and their families
    • Assess global BPO and service provider disruption supporting people processes (e.g. Payroll)
    • Review and accelerate virtual collaboration and new ways of working; redesign training to a remote model
    • Deploy virtual in-house communication channels and hubs for employee Q&A’s; health and wellness programs
    • Deploy remote work pulse surveys to gauge sentiment and productivity leveraging analytics tools  

    CHROs should focus on leading through ongoing business disruption.

    • Identify critical functions, roles, processes and skills and gaps exposed by virtual working
    • Assert greater accountability for all employees (including contingents) and leverage technology to upskill and reskill colleagues where capacity has changed
    • Financial and risk modelling of optimal workforce capability and actions
    • Develop the business case that will change the trajectory of the HR function forever; learn from the past and build for the future
    • Explore the marketplace and leverage existing technology to reimagine how work is done in the future
    • Assess your operating model blueprint to challenge the traditional model
    • Understand new travel restrictions and impact on colleagues and operations
    • Payroll tax involvement for new taxing jurisdictions and location tax impacts

    Transform to succeed.

    • Bring total talent planning, talent brokering and workforce experiences to life for all employee types
    • Exceed business case commitments and use data to demonstrate the people impact on the business value chains (top and bottom line)
    • Upgrade the capability of your teams and move colleagues and work as needed to enhance service experiences and value
    • Incorporate agile and digital talent upskilling and reskilling into your learning strategy
    • Stand out as an agile organization that is exceptional at anticipating and deploying service enhancements at speed
    • Implement new products and services to emphasize HR as a critical enabler of people value and business outcomes
    • Evaluate facilities needs, including leases, future workspace and fixed asset needs
    • Review and reassess your global mobility strategy