Addressing All HR Professionals – Are You Up to the Task in 2009?
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Managing human resources in a stable economy is challenging enough to track the daily dynamics for all related HR functions. Yet, in a troubled world economy with literally millions of jobs on the line, 2009 promises to test the stamina, knowledge and capabilities of every human resource professional. By identifying problems, societal trends and economic patterns and the potential impact they could have on our daily ability to effectively manage HR, we can better anticipate and prepare ourselves to positively and proactively manage HR in our organizations.
Top 3 predictions for 2009
1). Many employers will be downsizing and hiring simultaneously. While this doesn’t make sense when first read, the premise is that cost reductions through staff elimination whenever possible will continue through the first half of 2009, with selective hiring conducted ongoing in the same time frame to acquire specialized skills.
With businesses under continued economic pressure to cut costs, estimates of up to one million additional jobs lost this year are being predicted (Investor’s Business Daily, 1/5/09). The sheer number of potentially lost jobs multiplied by the number of family members is staggering to say the least.
To bring this huge statistic down to meaningful terms, consider the number of your company’s laid off employees and their family members. The reported “millions of lost jobs” becomes very personal very quickly when it’s your own job that’s been eliminated.
Laying off employees is one of the most challenging and hardest jobs you’ll ever have to do as a HR Pro. Chances are good that you’ll gain expertise in this area in 2009.
2). The number and complexity of employee relations issues and resulting litigation will dramatically increase. In a negative economy, people are stressed and worried about their own job stability, financial security and increased workload due to lower staffing levels. This translates to escalated irritability and sensitivity in employees, leading to more workplace conflicts. This year you will be handling a higher number of employee relations issues and increased formal complaints or litigation due to a higher stress level in the workplace.
3). 2009 will truly test human resources professionals causing many to leave the profession. Quite simply, in extraordinary times HR has an increased responsibility and opportunity to perform a lot of tough, challenging jobs. Because you’re dealing with employees and directly affecting their personal lives, this kind of work can take its toll on us empathetic, caring HR Pros.
Your health may even suffer due to increased stress levels of managing RIFs and related issues; to prevent this from happening you’ll need to focus on providing extra care for yourself too during this time. More HR pros than normal will choose to exit the field and find other work because of the additional challenges associated in managing HR in this downward economy.
Looking Forward to the Year’s Second Half
It’s not all doom and gloom, however. Many economists predict the economy will begin to recover in the third quarter of this year and that economic conditions will be much improved by the end of 2009. In my experience, challenging times present unusual opportunities for you to grow and learn at a much faster pace than in normal times, allowing you to demonstrate your capabilities.
If you’re up to the challenge, this high-pressure, dynamic work environment can lead to increased job responsibilities and even a possible promotion once you come out on the other end of the transition. If you are a HR Pro who thrives on assuming new challenges and increased responsibilities, 2009 will provide a genuine opportunity for you to shine!
Copyright 2009 Regan HR, Inc.
ABOUT THE WRITER
Becky Regan, M.A., CCP began her own consulting practice in 1995, Regan HR, Inc. to provide human resources consulting services to businesses in California. She has been successful in growing her business through reputation and client referrals. Her work as a consultant includes the full spectrum of HR technical expertise, including C-level recruitment, compensation studies (design, market and executive pay studies, sales compensation plans), training & teaching, interim assignments as a HR Director for organizations, and employee relations, including workplace investigations and written responses to formal complaints. For more HR tips and to receive my FREE “The Top 5 Secrets to Building a Better Organization that Every HR Pro Must Know” go to http://www.ReganHR.com
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i want to join in you are organations.