Overview
We have had groundbreaking events in our history generally as human beings, one of which was the 2020 pandemic. The period beyond 2020 is the post-pandemic period, which makes it very significant, as a lot has changed in the way we currently work. Therefore, Strategies employed in managing human resources has changed. Also, the mode of work has changed as well.
How we started again in a post-pandemic world, in relation to work culture
There was a transformation of work culture post-pandemic. Some of the changes were quite difficult, whereby organisations had to struggle with the changes that were glaring, by virtue of the pandemic.The remote working pattern was adopted by many organisations post-pandemic.
Also, there is an increase in appreciation for mental health and wellness awareness, causing people to prioritise their health.
Stigmatization has gone low on mental health issues due to advancements in learning.There is also an introduction of the GIG economy, whereby people work for multiple employers and not necessarily confining themselves to just one employer.
What is an Employee Value Proposition (EVP) and why is it a must have for any organisation?
Employee value proposition is an integral part of employer branding, it outlines the benefits and rewards employees receive for working with their employers, beyond just their salaries. It is a must have for organisations due to the shortage of talent (people who have the required knowledge, skills and attitudes and can proffer solutions to challenges that organisations have). Strong EVP puts the organisation at the fore front to obtain excellent talent.
How was it before COVID-19 and how has COVID changed the way organisations now look for talents?
The COVID-19 pandemic affected the world of work, how we search for talents and how we put together Employee Value Proposition.
Unlike the pre-COVID era, Job applicants now inquire about the mode of work (virtual or physical) before accepting job offers. Job applicants now often decline jobs that don’t offer hybrid work options, a trend that was uncommon before the COVID-19 pandemic.
How essential are career development and growth opportunities in the new EVP (post pandemic)?
The EVP should highlight opportunities for career growth (advancement within the organisational hierarchy, promotions), development (enhancing and expanding both behavioral and technical competencies), as well as mentoring and coaching.
How can employers employ employees/ attract the best talents
An excellent EVP and strategy can attract the right talent, providing you with a competitive advantage over other organisations.
Is there a cause to worry about staying in business/productivity, while working remotely?
Performance management assists in measuring what is required of an employee and what is achieved, regardless of whether they work physically or remotely. A remote working policy should be established and included in the Standard Operating Procedure (SOP).
Employee Value Propositions should be crafted to align with the values that motivate employees.
Advice to employers contemplating remote work/EVP
Employers should create an EVP that outlines rewards beyond salaries. They should establish a standard to measure the impact of the EVP on performance and productivity. Surveys should be conducted to assess how employees benefit from the rewards provided by the EVP.
“This thought leadership piece is culled from the CIPM radio programme, ‘The Office.’ The opinions expressed in this article are solely those of the Guests and do not represent the views of CIPM.”
