The global Coronavirus has taught organizations a great lesson to shell down traditional and legacy HR practices in favour of more innovative and flexible practices like remote working by 2020. One in every fourth American was working remotely in 2021, equal to 25% of the American workforce, and the numbers will dwindle to 36.2 million, a 22% workforce by 2025.
Although remote working is not a novice to the IT companies, several organizations that had never embraced virtual platforms to execute their daily office routine have to make room for the virtual model of working by sharing space across the digital platform. Companies in the manufacturing, pharmaceutical, chemical, and energy sectors have to adopt policies that promote work-life balance for employees.
Human Resource departments are instrumental in understanding these dramatic changes in the global workforce landscape and have to react swiftly to the emerging scenario by early 2020. Chief Human Resource Officer (CHRO) is multi-tasking in recent times. While serving as a bridge between the employees and the employer, CHRO is taking up leadership challenges during this hour of crisis.
Unlike in the past, where their responsibilities were confined to recruitments, assessments, and employee payroll management, they are taking additional responsibilities of meeting the emergency needs, crisis management, and faster business development.
Apart from traditional roles of data gathering, analysis, and circulating management policies, they are currently involved in solving critical challenges and organizational priorities.
Unlike in the past, organizations are operating across the global geographical regions, handling a highly diverse workforce. HR departments are following agile and flexible models to meet the current market job market demands, which are increasingly becoming complex in the wake of the global Coronavirus pandemic and great resignation crisis.
Job markets are undergoing tremendous pressure as employees and their families are worst hit during the pandemic and they are not ready to accept the pre-pandemic work atmosphere, working conditions, and pay scales. According to the latest JOLTS Report, 4.53 million Americans have left their jobs by November 2021 and their numbers are increasing. HR departments are in constant search of skilled labor while making efforts to retain the existing staff.
Companies are forced to spend on complete digitization and they are equally under pressure to train and upskill the workforce to equip them with the state of the art digital and technological knowhow. HR departments are not an exception to it.
Electronic signature software is handy in meeting the emerging needs of HR departments during and after the pandemic situation.
It completely automates the HR practices including but not limited to;
Electronic signature software goes a long way in completely automating the HR practices in the digital age market space, which is very dynamic and evolving continuously. IT is effective in offering comprehensive data and document management solutions for the HR departments of small, medium, and large companies.