Especially in a global crisis, such as the one caused by the health emergency caused by COVID-19, the survival of businesses could not be possible without putting the needs of our work team first, who underwent an abrupt transformation and had to migrate their life to digital.
Thus, the people in charge of managing human talent, be it the Human Resources (HR) area of medium or large companies or the same directors who assume this role in SMEs, have a huge responsibility and a lot of work to do: take care of to its collaborators, ensure that they are trained in the new digital skills, in addition to responding in a timely manner to the rules and regulations of the federal government.
With regard to the care of workers, companies have had to implement protocols to take care of their physical health, but in addition many organizations have designed programs for their integral well-being, including their mental health. However, let’s not forget that we must work every day to improve the experience of our collaborators, which is already digital.
In addition, it is important to understand that digitization goes beyond the management of equipment, programs and platforms, the transformation has to do with what we do with technology, how we communicate and interact with others through its use.
We cannot assume that our people have learned as they go and do not need help, so continuous training in new skills must be part of HR strategies to make the digital experience of employees fruitful.
We also see that the federal government seeks to protect workers, which is why it instituted NOM-035 in 2018, which has the objective of identifying, analyzing and preventing psychosocial risk factors at work, as well as promoting a favorable environment. The HR areas are making a great effort to comply with this standard in the current stage, which has been complex for face-to-face jobs and implies greater challenges for remote positions.
In addition to complying with this standard, the leaders of the organizations are working hard to understand and apply the regulations of recent months: the reform of Article 311 of the Federal Labor Law on teleworking and the reform of subcontracting, which has just entered effective September 1.