The challenges faced by organisations due to the rapid migration from an office-based workforce to a working-from-home environment are arguably some of the most complex in recent history.
The ongoing consequences of COVID-19 cannot be disregarded and there is now more need than ever to streamline outdated, often manual methods of managing an organisation’s most valuable asset – its people.
HR departments must manage an increasingly diverse workforce - casuals, contractors, office-based and mobile; in a variety of work environments – on or off-site; with some environments more regulated than others – education, construction, local governments, healthcare, aged care, and more.
As more varied work environments become the norm, HR departments continue to bear the responsibility of meeting an organisation’s duty of care towards its workforce – especially in terms of work environment and Occupational Health & Safety (OHS).
Whilst SafeWork Australia provides a series of articles offering guidance into managing OHS, much of the onus remains on HR leaders to come up with processes and policies to manage the needs, obligations and priorities of the changing workforce, and manage the associated risks.
The International Data Corporation (IDC) has unveiled its IT outlook for 2021 and the data offers a fascinating glimpse into the way in which people can expect to be working in the near future.
The research outlines a clear need for automation as work-from-home employees will remain a significant proportion of the workforce moving forward.
It also points to a need for work-from-home employees to be as well-equipped as their in-office counterparts if organisations are to succeed in these new circumstances.
As the needs, obligations and priorities of our workforce’s shift, HR departments need to adjust and expand their strategies to include smart software which reduces workloads and improves accuracy as well as manages complexities and risks.
Local government and private organisations need to ensure that staff are backed by systems which support them seamlessly as they continue to step up to the expectations of their workforce, stakeholders, and communities.
The responsibilities of local government will continue to evolve and, in some ways, increase as the importance of the careful management of work-from-home employees is highlighted.
HR teams in local government are at the centre of this pressure and bear much of the weight in ensuring that departments are well prepared to attract, cultivate, support and retain the talent needed to deliver on Council’s plans.
About Pulse Software
Pulse Software’s cloud-based platform has been digitising HR practices within the local government and private sectors since 2012.
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