Reflect before reacting

2020 proved to be a challenging time for businesses across the UK – and worldwide. 

Whilst undoubtedly a difficult year for business leaders, some businesses have even seen growth as a result of the pandemic. 

These include large supermarkets, gardening suppliers and retailers, PPE manufacturers and H&S organisations, legal and HR services along with those that have online capability and/or focus.  

Whatever impact the pandemic has had on an organisation, it will have needed to adapt business strategy through the course of the year.  

Changing or adapting a business strategy will have impacted the workforce in some guise or other.  To support the business goals of any organisation a HR strategy should run parallel to the business strategy to support the achievement of the overarching business objectives. 

However, HR professionals might want to consider undertaking the development of their strategy slightly differently from previous years going forward. 

There is a danger that HR could fall into a reactionary support model.

Rather than responding to the effects of Covid-19 and considering these effects in isolation, there is a danger that HR could fall into a reactionary support model.

Instead, businesses can make use of the insight gathered over the course of the last 12 months to reflect and learn lessons, focusing on the future of HR in the business to support and drive growth through strategic input.

The People Projects team at Napthens provide HR consultancy services which include HR strategy development and support, working with leaders and in-house HR professionals to develop a function that will guide an organisation and add real tangible results.

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