HR Focus

Preparing for a New Era of Work

Cait Lynch, ISME HR Advisor

As we begin to reopen workplaces and return to the physical workplace, a few trends are starting to emerge that employers should be aware of. These include changes to terms and conditions and ways of working, the roles of management, changes to the physical workspace and to recruitment and retention strategies. All of this transformation can appear overwhelming; however, some may need to be embraced in order for organisations to continue to move forward in the next few years. Many businesses are looking towards new working models that include flexible and hybrid working practices, however these terms are often used quite interchangeably. The terms are actually quite different, and employers need to be very clear in their communication as to what working arrangements they are introducing. They also need to be up-to-date and aware of the Health and Safety implications of these new working models. The Health and Safety Authority (HSA) has published helpful checklists for employers on their website here. There are also other issues that need serious consideration in any flexible arrangement, such as data protection, cyber security and obligations under the Organisation of Working Time Act. Employers are noticing that management is becoming increasingly complex, as they work to build processes to handle these new ways of working. It is important for those managing staff to begin putting frameworks in place to support remote management, performance, training and even induction. Policies and procedures for these areas will need to be reviewed and updated to accommodate any new ways of working that a business is introducing. Employees are also beginning to change their expectations of the workplace, and employers must adapt to this if they wish to retain and recruit staff going forward. Culture has become a major consideration as employees consider a return to the office, and they are now factoring in what’s important in both their professional and personal lives. Businesses need to focus on their organisational culture and really think about what is going to attract employees and encourage them to remain with the company. However, it will be important to maintain a fluid approach over the next while and carefully consider what way of working is going to be best not only for employees, but also the wider organisation in the long term.

Many companies are also looking to fill gaps or reorganise their workforce, and the war for talent is becoming ever present in employers’ minds. There are increasingly long wait times for work permit and visa applications which need to be factored into recruitment strategies. Employees may also be seeking to work from abroad, and employers need to be very aware of all legal and tax implications. They should seek specialist advice before making any decisions as to allow remote working from another jurisdiction long term, as it is legally complicated and can be costly. Businesses are also considering redesigning physical workplaces, in order to allow for collaboration, connection and communication that has been lacking in the remote environment. However, they need to ensure that this can be done in a safe manner without placing the health and safety of their employees at risk. Management now needs to be considering what will work for them as they move out of lockdown, and be preparing to implement positive changes in a manner that will benefit the organisation as a whole. Visit our HR Advice here and ISME members can contact hr@isme.ie