【市場趨勢】零工經濟下HR的5項工作 傳統工作要推倒重來？
1. 重置HR角色︰成為領先的前線團隊，而不是待在中層或後勤
正如醫生和護士是醫院的一線員工一樣，HR其實也是公司的前線員工。從業員需要聚在一起，保持一致並重新安排工作時間。持續進行中的長期計劃如員工培訓將會繼續，現在HR必須重新安排不同項目的優先次序。另外，人力資源部門需要繼續進行業務轉型，以重新組建自己的內部團隊；並重組成為對具市場觸覺的專家，適當時將修訂和重新設計新的目標運營模式。

2. 重置人力資源預算：精簡優化後落實執行
鑑於經濟不景氣，所有預算都將被削減。這可能意味著團隊或營運規模縮減，按營運規模比例人力資源和管理部門該削減和節省總營運成本以提升對人才投資回報(ROI)。例如HR可以專注於重新設計組織，擺脫所謂官僚性、冗餘程式問題的話，重新審視工作流程並縮短工作週期，以優化工作流程。同時，需要採用數字化轉換以避免不必要的流程，並以更少的成本做得更好及該做的事，從而達到公司成本效益的目標。

3. 重設領導力：以人為本，重新關注同情和理解
管理文化的根本轉變是十分重要的，管理層需要加入同情及和理解的文化。在各種員工投入度調查中，HR一直在談論如何傾聽、授權、掌握員工成長心態和引發強烈的好奇心。在這種趨勢中，管理層被告知首先是一場公共健康和安全危機，其次是經濟和商業問題。所以管理層必須走在前面，以身作則，首先要確保員工安全，作「以人為本」的管理。

4. 重設信任：參與並重塑您的組織
聽聽員工的聲音。企業需要投資於員工真正想要的東西，並與您的員工保持溝通。實話實說，展示作為管理層的關心，分享好消息與壞消息，認真對待正在進行的績效管理。是時候建立以信任為中心的業務，並建立良好的員工體驗。

5. 重置工作環境：催化數碼化轉型

Time for RESET in the Gig Economy ?

Reset and manage our expectations, reset key People priorities with good judgement and reset how we use our time with business.

1. Reset HR. Be a leading front line team instead of staying in the middle or back office

Reinvention of HR. We really are the heroes now. Just as the doctors and nurses are the front-line workers in the hospital, we are the front-line people in the company. We need to come together, get aligned and excited, and reprioritize our time.

The long-term programs (reskilling, employee experience, HCM platforms, etc.) continues.In fact, they are more important than ever. But right now, we have to reprioritize these programs, make them simpler and more relevant, and make sure you use them to help people immediately.

As usual HR department continues the process of transforming and turbo-charge business toreskill our own internal teams; and reorganize ourselves into an agile set of experts. A new TOM target operating model would be revised and redesigned where appropriate. HR are central and critical to the company’s long-term success.

2. Reset HR budgets: Simplify and Flawless execution

In view of the economic downturn, all budget is going to get cut. And this may mean a smaller/agile team, but it definitely means redefining what and how we do it. Start your redesign from scratch, do not add new programs unless you demise something else away. Key buzz word for HR and leaders could be layoff, redundancy, cost cutting and cost saving, ROI etc. If we can focus on redesigning the organization to get rid the problem of bureaucracy, revisit the workflow and reduce cycle time (using lean six sigma etc) to arrive at simplier workflow, adopt digital transformation to avoid unnecessary processes and doing better with less to meet company’s cost efficiency ratio. It is time to clean up the mess for a new way of working.

3. Reset leadership: PEOPLE FIRST – A new focus on empathy and understanding

The third Reset is a radical shift in management culture. A shift toward empathy, compassion, and understanding.

In various employee engagement survey, we have been talking about listening, empowerment, growth mindset, and a strong dose of curiosity. Under this pandemic, leadersare taught it’s a public health and safety crisis first, and economic and business problem second. Leaders will have to walk the talk and lead by examples…..by making people safe first.

CEO will act as the Chief Empathy Officer and they have to think People First!

4. Reset Trust: Engagement and rebrand your organization

Listen to your employees’ voice. Invest in what your people really want and keep communication / dialogue going with your people.

Tell the truth, show you care as leaders and sharing of good and bad news. Be serious about ongoing performance management and do not accept mediocrity. Time to build a trust-centric business and enable a good employee experience organization.

5. Reset Work Environment: Catalyse digital transformation

In the age of digital transformation and the introduction of AI into the workplace, we all have to learn it fast….job roles will be redefined and amended according to business and customers’ need. With more remote working populations in the coming months and into the near future, HR team should better position to support people with remote access facilities where they could work seamlessly and collaboratively with IT Department to secure a better workplace arrangement at home that enable individual jobs and roles meaningful, productive, and enjoyable online. Morelicenses to Zoom or technical hard and software are required. New set of remote working policy, practices, and cultural norms should be created and new way of measuring success by line managers should also be discussed and set up accordingly.
<s>[INST] <<SYS>> 你是一個專業的博主。請用繁體中文就指定主題撰寫一篇不少於 400 字的粵語博客。你的博客應該包括引言、正文和結論。 你應該將正文分為幾個段落。您要把博客的內容寫得豐富且有趣。博客內容必須切合打工仔的興趣。如果您不知道指定的主題或沒有足夠的信息來編寫該主題，則應使用指定主題的前十個 Google 搜索結果來編寫它。 <</SYS>> 【市場趨勢】零工經濟下HR的5項工作 傳統工作要推倒重來？ [/INST] 1. 重置HR角色︰成為領先的前線團隊，而不是待在中層或後勤
正如醫生和護士是醫院的一線員工一樣，HR其實也是公司的前線員工。從業員需要聚在一起，保持一致並重新安排工作時間。持續進行中的長期計劃如員工培訓將會繼續，現在HR必須重新安排不同項目的優先次序。另外，人力資源部門需要繼續進行業務轉型，以重新組建自己的內部團隊；並重組成為對具市場觸覺的專家，適當時將修訂和重新設計新的目標運營模式。

2. 重置人力資源預算：精簡優化後落實執行
鑑於經濟不景氣，所有預算都將被削減。這可能意味著團隊或營運規模縮減，按營運規模比例人力資源和管理部門該削減和節省總營運成本以提升對人才投資回報(ROI)。例如HR可以專注於重新設計組織，擺脫所謂官僚性、冗餘程式問題的話，重新審視工作流程並縮短工作週期，以優化工作流程。同時，需要採用數字化轉換以避免不必要的流程，並以更少的成本做得更好及該做的事，從而達到公司成本效益的目標。

3. 重設領導力：以人為本，重新關注同情和理解
管理文化的根本轉變是十分重要的，管理層需要加入同情及和理解的文化。在各種員工投入度調查中，HR一直在談論如何傾聽、授權、掌握員工成長心態和引發強烈的好奇心。在這種趨勢中，管理層被告知首先是一場公共健康和安全危機，其次是經濟和商業問題。所以管理層必須走在前面，以身作則，首先要確保員工安全，作「以人為本」的管理。

4. 重設信任：參與並重塑您的組織
聽聽員工的聲音。企業需要投資於員工真正想要的東西，並與您的員工保持溝通。實話實說，展示作為管理層的關心，分享好消息與壞消息，認真對待正在進行的績效管理。是時候建立以信任為中心的業務，並建立良好的員工體驗。

5. 重置工作環境：催化數碼化轉型

Time for RESET in the Gig Economy ?

Reset and manage our expectations, reset key People priorities with good judgement and reset how we use our time with business.

1. Reset HR. Be a leading front line team instead of staying in the middle or back office

Reinvention of HR. We really are the heroes now. Just as the doctors and nurses are the front-line workers in the hospital, we are the front-line people in the company. We need to come together, get aligned and excited, and reprioritize our time.

The long-term programs (reskilling, employee experience, HCM platforms, etc.) continues.In fact, they are more important than ever. But right now, we have to reprioritize these programs, make them simpler and more relevant, and make sure you use them to help people immediately.

As usual HR department continues the process of transforming and turbo-charge business toreskill our own internal teams; and reorganize ourselves into an agile set of experts. A new TOM target operating model would be revised and redesigned where appropriate. HR are central and critical to the company’s long-term success.

2. Reset HR budgets: Simplify and Flawless execution

In view of the economic downturn, all budget is going to get cut. And this may mean a smaller/agile team, but it definitely means redefining what and how we do it. Start your redesign from scratch, do not add new programs unless you demise something else away. Key buzz word for HR and leaders could be layoff, redundancy, cost cutting and cost saving, ROI etc. If we can focus on redesigning the organization to get rid the problem of bureaucracy, revisit the workflow and reduce cycle time (using lean six sigma etc) to arrive at simplier workflow, adopt digital transformation to avoid unnecessary processes and doing better with less to meet company’s cost efficiency ratio. It is time to clean up the mess for a new way of working.

3. Reset leadership: PEOPLE FIRST – A new focus on empathy and understanding

The third Reset is a radical shift in management culture. A shift toward empathy, compassion, and understanding.

In various employee engagement survey, we have been talking about listening, empowerment, growth mindset, and a strong dose of curiosity. Under this pandemic, leadersare taught it’s a public health and safety crisis first, and economic and business problem second. Leaders will have to walk the talk and lead by examples…..by making people safe first.

CEO will act as the Chief Empathy Officer and they have to think People First!

4. Reset Trust: Engagement and rebrand your organization

Listen to your employees’ voice. Invest in what your people really want and keep communication / dialogue going with your people.

Tell the truth, show you care as leaders and sharing of good and bad news. Be serious about ongoing performance management and do not accept mediocrity. Time to build a trust-centric business and enable a good employee experience organization.

5. Reset Work Environment: Catalyse digital transformation

In the age of digital transformation and the introduction of AI into the workplace, we all have to learn it fast….job roles will be redefined and amended according to business and customers’ need. With more remote working populations in the coming months and into the near future, HR team should better position to support people with remote access facilities where they could work seamlessly and collaboratively with IT Department to secure a better workplace arrangement at home that enable individual jobs and roles meaningful, productive, and enjoyable online. Morelicenses to Zoom or technical hard and software are required. New set of remote working policy, practices, and cultural norms should be created and new way of measuring success by line managers should also be discussed and set up accordingly. </s>