1. Build a cross-functional team
HR can use this period to revise the comprehensive inventory of its educational incentives according to their form, and focus on their possible optimisation for distance learning. In many cases, the first step is to set up some type of governance and responsibilities. It is advisable to put together a team of stakeholders: HR business partners, education specialists and IT professionals, who can also work with the company's Business Continuity team to create training and personnel solutions aimed at ensuring a safe workplace.
Once the HR team has an overview of the current training portfolio, it can decide which solutions could be converted to virtual formats. The key is to agree on immediate issues and topics that need addressing so that employees can return safely to work while continuing to improve their skills. For example, the team may prioritise such areas as training remote workers and managers, creating a process for managing contact tracing as employees return to work, and agreeing on a talent sharing plan across organisations.
2. Create an educational ecosystem for raising the qualifications of employees
According to PwC's Workforce of the Future 2030, one-third of employees are concerned about automating their work, and a staggering 84% are willing to learn new skills that will increase their qualifications. Sarah McEneaney, partner and digital talent manager at PwC, highlights three key success factors in the training programme that have proven themselves to the company:
- Top-level patronage that enables and encourages collaboration between business and the human resources function.
- Digital upskilling is a multi-layered approach that involves employees across management levels.
- The programme is designed to offer employees a variety of ways and forms of learning digital skills, from instructor webinars to video games, learning applications, and podcasts. Providing continuing education in a variety of ways of learning offers employees the opportunity to learn in a style that best suits their preferences.
3. Take the opportunity to increase investment in learning and development
While some companies are limiting learning and development during the COVID-19 crisis, others are using this moment to increase their investment in training. For example, the American restaurant chain Earl's Restaurant is investing in virtual training of front-line employees to ensure maximum safety conditions. The new skills address ways not only to maximise personal space in a small kitchen, but also to communicate with guests and present what is on offer.
The pandemic situation is undoubtedly a demanding challenge but HR should use it as an opportunity to accelerate the implementation of trends that have been much talked about in recent months. These include the transformation and availability of business learning, creation of successful teleworking, or leadership strategies with virtual teams.
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