How will remote work change the demand for specialties
And how will the functionality of employees change after the quarantine
The coronavirus pandemic and the subsequent self-isolation have affected every aspect of our lives. Serious changes have also affected businesses with the economy. Organizations during the quarantine period were divided into two camps. Companies that have worked fully or to some extent remotely, and those for whom such an experience was the first. At the same time, the former were a clear minority – less than 30%.
Such a drastic change in the format of work for the latter entails many consequences. Obviously, one of them is a review of the actual effectiveness of employees. We can expect a serious rotation of staff in connection with the reassessment of the objective results of the work of each individual specialist. First of all, checking the qualifications and readiness of IT departments and their management for the transition to digital mode of operation.
It is expected that even after the end of the quarantine, many companies will maintain a remote or partially remote mode of operation for those employees who have not been affected by the change in the format of the results, efficiency and comfort of interaction. Organizations with the transition to a remote work process often realize that this test is not so terrible.
It is very likely that there will be an audit of administrative departments. The transfer of part of the staff to a remote work format will mean a reduction in the need to ensure the work of the office. Fewer employees – less need for specialists to maintain the work processes inside the office. This is especially true for positions related to applied physical work within the office (secretaries, assistants, office managers, and so on).
The HR sector (HR department and HR management) will also undergo significant changes. If earlier, online interviews remained a last resort, and the level of trust in them was low. Then with the transition to remote mode, many are used to the format of video calls and video meetings. This will speed up the recruitment process, especially for senior positions. Since the decision to invite a specialist to such a position requires the direct participation of the top management of the organization. Constrained by free time, it will be much more convenient and faster for them to conduct an online interview than to find a suitable window for a face-to-face meeting.
The geographical location of the office will also be less important for applicants. With the transition to a more active remote format of cooperation, the involvement of regional specialists who previously had a barrier in the form of moving will increase.
So who will become more in demand with the flow of workflows from offline to online? Of course, first of all, the director of digital transformation. The positive dynamics in this profession has been steadily observed over the past few years. For business development and sales managers (which is important for digital sales), the demand will also only increase. Although it is worth noting these specialties are especially relevant in the period of any crisis.
The entire field of business education, training and coaching will more than half switch to the format of distance education programs.
The corporate ethics of organizations will also change. Especially HR. Previously, team cohesion was largely achieved at the expense of real collective gatherings and meetings. Then in the near future, online communication of teams outside of working hours will not be alien.
Of course, we can say one thing, as after any global upheaval, we are waiting for the restructuring of many of our usual business processes and understanding of work.
A source: https://www.vedomosti.ru/
