× Global

Set your location

SpenglerFox works around the globe. Set your location to ensure you see the right content information for your country.

Countries are listed for each SpenglerFox office. If you do not see your country, it will default to 'Global'

Your current location

Global

Africa

Americas

Asia Pacific

Europe

Middle East

Sign up

Newsletter sign up

Blog /

HR Community: Best Practice – 28th April 2020

12 May

HR Community: Best Practice – 28th April 2020

Some of the companies represented:

  • Asahi
  • Kantar
  • KraftHeinz
  • Medicover
  • Molson Coors
  • Philip Morris
  • Stada

Some of the topics discussed:

We asked our participants to share 1-2 initiatives that have proven useful & innovative in the current climate.

Also we asked their opinion on the next steps to anticipate from current developments.

Here are some of the highlights from that:

  • Don’t waste improvements gained during the time such as efficiency/pragmatism, no procrastination – ideally this is maintained in post-Corona times too
  • Focus on health & safety, on creating a more agile environment
  • Organise regular, frequent, but focussed (20-30’), high tempo calls and townhalls.
  • Be ready for more flexible KPIs, relaxation time, time off, family business spirit, avoid the feeling of isolation.
  • Don’t be surprised that difficult decisions are suddenly taken very fast.
  • Stress that sense of collegiality and solidarity is important.
  • Focus on office reintegration, employee wellness & mental health.
  • Push for a digitally savvy environment – even rather conservative companies quickly adapt.
  • Drive acceleration of some initiatives that weren’t priority before such as customer-centricity announcement that nobody loses job until SEP – helps engagement.
  • Push for similar measures: protecting bonuses, working together & helping badly hit countries.
  • Don’t hesitate to go an extra mile, take initiative and volunteer.
  • Expect impact on people: challenging times for leaders as they maintain motivation of staff, assure safety and healthiness.
  • Expect replacement of non-performers; now it’s becoming obvious in tough times who are the companies’ pillars.
  • Expect demand of “new leaders”.
  • Expect higher demand in Senior positions (GM, MD, CEO, CFO, HRD, CIO, CMO).
  • Expect increased pressure on HR departments to implement cost cutting measures.
  • Be ready for candidates reluctance to switch jobs.
  • Anticipate a challenge with introducing candidates personally in final the round (no traveling), postponed decision making and placements.
  • Expect terminations of less strategic roles, mainly L&D and shift to external providers.
  • Expect reduction in internal Talent Acquisition staff (less recruitment, less workload, external recruitment is more cost effective).
  • Expect companies are putting on hold filling of non-critical positions.
  • Be ready for what is now essential: stay close to your customers & placed candidates, intensify BD activities.

Michal Vajskebr

Head of Commercial Excellence & Head of Czech Republic

Czech Republic
Latest

You may also like: