Human Resource Functions Change in Emphasis and Priority When a Crisis

Question:-

In a company the size of 1000, what are the main functions of the Human Resources department during normal operations? How do these functions change in emphasis and priority when a crisis, such as a product recall, occurs?

Answer:-

During normal operations the functions of a human resource department is restricted to the usual hiring and recruiting of permanent and temporary employees, training existing employees, orientation of new hires, preparing development programs for the employees, managing employee salaries and payrolls, deciding allowances and employee benefits, maintaining employee relations and balancing the legal aspects of employee management. However, the department has to become more proactive and expand its role in the period of crisis. The department has to convey the crisis information to the employees in a sensitive manner. The communication is properly planned to cause minimum repercussions. The department functions to improve employee relations during this time. The policy and processes might need to be modified within short period of time and the department needs to have adequate skills to adjust with the rapid changes. The department would also need to manage the flow of information within the organization. It would also need to make difficult decisions regarding the jobs, responsibilities, payment and benefits of the employees. Thus, during crisis situation the functions of the human resource department are expanded to create a balance between employee and company welfare.

If layoff occurs during a crisis Steven and Jennifer need to be aware of the legal considerations of layoff proceedings. They should evaluate other alternatives to layoff such as decrease in salary or changes in shifts. They should also be aware of the implications of layoff on the recovery process of the company as it would significantly affect productivity. Moreover, if layoff is the only plausible option then they need to develop an effective plan. They need to be aware of the communication process as well. Layoffs would bring organizational changes and employees should be given the time to absorb the shock so that strikes and lockouts etc. can be prevented and no more losses are faced by the company. Consideration for empathy is also necessary during layoffs so that company goodwill is protected and employees are understanding instead of being dissatisfied.