You need to invest in your team, recruitment process and culture to attract the right talent to meet the demands of a normal post-pandemic situation. You also need to address your existing talent and how to get them highly qualified through tailored initiatives, training and mentoring in the post-pandemic environment to meet the needs of your employees’ business and knowledge bases.
To emerge stronger from the COVID 19 crisis, companies should now start retraining their workforce and adapting their skills and roles to the post-pandemic world – a pandemic mode of operation will be crucial to building an operational model of resilience. Identifying how existing experience can be translated into new roles and how talent can support the development of new skills can help this generation of job seekers build new careers. As employees, we have a responsibility to develop skills that are uniquely suited to the tasks that organizations will need during this transformation.
Although the pressure would have been too great, we have discovered a new way of working that could serve as a blueprint in the long term.
This is what executives at many companies around the world are finding, and it is a challenge that executives need to retrain and qualify their workforce to develop new business models. To meet this challenge, companies should develop a talent strategy that develops the right mix of skills, skills, and roles for the post-pandemic workforce.
Coronavirus pandemics accelerate existing trends and labor dynamics, such as changing markets and changing roles in the workplace. To respond, policymakers should pursue a comprehensive redeployment agenda developed by the World Health Organization (WHO), the United Nations (UN), and other international organizations. We know from past crises that companies need to act quickly to build critical workforce capacity. To ensure that companies’ business models for restoring resources are a success, it is vital to build reskilling muscle now.
As the need for new technical skills becomes apparent, companies need to facilitate learning and development to build the skills needed for a post-pandemic work environment. We need to learn how to work with Microsoft Teams and so on, of course, workers learning new hard technological skills need to continue to develop their skills for the post-pandemic period. Those who are locked in their homes or have to manage staff remotely learn to work from home or the office.
Shared resilience of the workforce means employing many workers and equipping people with new skills for the future. We now know that promoting mental well-being and addressing mental health issues in the workplace after the pandemic is likely to play an important role in life after Covid 19.
Accenture works with CHROs and leading companies to create an analytical platform that facilitates continued employment. This gives organisations with vacancies an insight into the available workforce available to fill jobs and enables them and available people to help them find new roles.
We can often learn the wrong things, but building up quick reaction skills is essential to fostering a new future of work by trying new things and fostering a sense of common purpose for the benefit of all.
That is why it is so important that policymakers use this experience to develop people who can think in a focused way about a problem – solution, opportunity. In particular, companies need to understand how well their future leaders are doing against expectations, and ensure that the right coaching and development is provided to fill important gaps.
As the pandemic pushed us out of our comfort zone, many of us had to develop new skills just to keep our jobs afloat. Teams show initiative and innovation in their roles by stepping up and adapting to the ever-changing work environment as a result of COVID-19. This not only helps employees in their careers and lives, but also ensures that companies recover faster and adapt more effectively.
From deciphering the constantly changing legislation to applying complex problem solutions and crisis management to relocating entire teams to remote environments, teams and individuals can cross borders and develop new competence groups. These skills will be needed long after the pandemic has failed, and we live in a new normal.