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Top Executives Breakfast at S&you - Synergie

HOW TO PROTECT YOUR HUMAN RESOURCES UNTIL THE END OF 2020

The French-Czech Chamber of Commerce, in cooperation with the member company S&you - Synergie, has very successfully renewed the tradition of "live" meetings within the Top Executives Breakfast. The Breakfast with the participation of twenty top managers took place last Friday after a several-month forced break. The topic was more than current and provoked a lively discussion. The written record and other suggestions are to be found in the following article.

The next meeting within the Top Executives Breakfast will take place on September 18th from 8:00 am at the headquarters of Komerční banka.

 

Human Resources 2020: Digitization can be Pandora's box 

When you, as an HR specialist, open a discussion on the topic of human resources with managers from various fields, you will get completely new questions. For example: 

  • Are people at the home office really safe from infection from the outside? Even if they do not go to work, they do not stop shopping, play football, go to the cinema and theater, go on vacation. 
  • Are they not at risk of accidents at work, occupational diseases due to poor lighting, fatigue syndrome due to non-compliance with working hours, injuries or even a household fire caused by connecting a work laptop to an unrevised home electrical connection? 
  • And what about companies: will team spirit not be lost and corporate culture will not dissolve in the individuality of each HO employee?
  •  Can people who have never seen each other work together effectively? 
  • Do people keep interesting projects or working conditions in start-ups? 
  • Are you already clear about what your business may encounter when moving to a home office?
  • On Friday 17th July we met top managers from member companies of French Czech Chamber of Commerce in our headquarters in the HubHub coworking Na Příkopě in Prague. During the Top Executives Breakfast, Martin Huba, Managing Director @ S&you - Synergy with the presentation "How to Protect Human Resources 2020" opened a discussion on what problems companies are facing today and what they expect in the field of human resources in the near future. What are the topics that Czech managers are thinking about?

"Digitization DOES NOT MAKE THE WORLD SAFER"

Supporters of work from home predominated in the open discussion, but their positive attitudes are filtered through sober glances. Czech leaders see digitization primarily as a tool, not as a way of working that should fundamentally change the rules of work and human lives. The transition to "digital" is not a revolution in HR management or people's thinking. That's why getting on HO was so fast and smooth - people were ready.

In many companies, people have not returned from the corona - home officers back to the office and it is not even planned anymore. According to one of the managers, in her division today they have "60 tables for 100 people", which turned out to be completely satisfactory.

BENEFITS: sick days, home office, meal vouchers, fruit and coffee at the workplace, a pleasant team

Did you smile too? Home office is no longer a benefit, but a standard way of doing work. HR specialists will have to work hard to compile Caffeteries from benefits that will be appealing to people spending time at home.

They may start thinking about their own desk and locker in the office. Already now, after a few months, some companies allow employees to work 100% in the office "at their request". This way of working seems suspiciously like the new BENEFIT.

ESSENCE TEAM spirit is at risk of loss

Another big HR task will be in the field of social relations: people should not meet colleagues in the office who they have never seen. We were a little cheered up by the incident of one of the directors, who described how, after returning from HO, a fresh newcomer came to him, asking who he was: "I've been here for 14 years and I'm running it here."

The trend of digitization of work will have to move to the activities of HR, which has been implemented so far in onboarding, events, team buildings, daily communication in kitchens, cigarettes, goodwill programs ... If we are at home for security reasons, we are not going to plant trees together.

 "WHAT WE DO THAT?" helps in crisis 

Senior managers who have experienced a crisis in a managerial position ten years ago can find parallels and advise what has worked: truth and open communication. Investment in discussion, explanation. Ordinary employees often do not understand what a "crisis" means, often shrinking to a mere fear of losing their jobs and money. People in crisis are unable to perform. A proven recipe is to explain, listen, give answers and feedback, engage employees. And then expand their powers and give them confidence. People who know "What we do that?" are willing to accept negative changes and work hard to improve. 

IT specialists in the job market 

Startups have so far employed a number of competent people who will lose their jobs today. Necessarily changes a negative attitude towards employment "in the corporate". But the corporate is also changing: in recent months, openness has started to open up to digitization, change, speed up projects and fragment fixed working hours. IT head hunters will soon have a unique opportunity to catch top programmers, but there is also a need to prepare new IT people for an environment within companies. 

A slightly different opinion came from the head of a major IT center in Prague: it is necessary not to be carried away by the apparent opportunities of advantageous recruitment, but on the contrary to focus hard on the development of existing IT employees. Because it is in the talent development of people who have proven themselves in the demanding last months that there is potential.

Many new OPPORTUNITIES

Every crisis brings great opportunities, and in the field of HR it is no different this time either. As confirmed by a professional lawyer in the discussion, the first questions appear not only on labor-law relations, but also on safety and hygiene at work at home, scope of working hours, accidents at work, compensation for using one's own home office ... There is a huge space for business in regulation and control of working conditions, but also safety and hygiene regulations, revisions of electricity and electronics, equipment and financing of home offices, but also for psychological disciplines, because to monitor burnout or other conditions that were previously diagnosed by colleagues (and also often abandoned by their support) , it will not be so easy ... The transition to HO will also create new positions within companies.

ISOLATION does not mean safety, there is a risk of loss of caution

Many disciplines are based on a culture of contact with people. Not only those such as catering, transport or culture, but for example real estate or direct sale. These are sought after by employees who are socially based and do not want to give up the essence of their business - enchanted by human beings. It is unacceptable for them to lose vivid emotions and communication with all shades of body language, including closeness and haptics.

The voice of a lady from the real estate management rightly encouraged us not to rely on hiding in home offices, but to accept the maximum possible level of personal protection, to take precautions and to learn to move in an area where the responsibility for protection lies with each of us.

This topic has raised the question of where the super-correctness of companies begins. Certainly no employer wants employees to become infected at his workplace. But taking care of one's own health is everyone's personal concern, and employers' measures should not lull their employees into a sense of security.

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