How HCM Software Can Help Prepare You for the New Normal


How to prepare for when Covid-19 ends

For companies everywhere, standard practices in operations, finance, and HR were completely interrupted by Covid-19. Once the current crisis ends, those same organizations will need to be prepared to ramp up and get back to the “new normal” as quickly as possible.


Businesses will look very different once employees are able to return to their workplaces after Covid-19 ends. At a minimum, organizations will need to rehire employees who were laid off or hire new employees. People may be required to wear face masks and sit at desks six feet apart while working. New sanitization procedures may be required for shared equipment. 


To navigate this new terrain, plan a transition, and take action when the time is right, organizations need HCM software that helps them appropriately staff to meet new goals while also addressing updated workplace health and safety requirements. 


Staffing to meet updated goals

In response to Covid-19, most non-essential businesses closed their worksites. According to SHRM, a global survey shows that as of early April, about 68 percent of companies had closed offices amid the pandemic, and 63 percent had a hiring freeze in place. During this time, many employees have been working from home, furloughed, or laid off. While less than six percent of companies laid off employees, more than 22 million people have filed unemployment claims in the U.S due to Covid-19. With these crisis employment conditions, the organizational structure that was in place in early February is likely a distant memory. 


Just as rapid turnover and changing operational needs made position management essential for HR and finance teams from the beginning of the Covid-19 crisis, position management is equally important when businesses re-open. Based on any organizational shifts and updated goals, staffing adjustments will be required, and new employees may need to be hired. When those changes occur, organizations need to be prepared to onboard, train and communicate in a way that fully engages their workforce. 


Take a SWOT analysis and prepare for staffing needs

To address staffing needs based on the new normal, evaluate your organization’s updated goals. With those goals in mind, use the data in your HCM to review the staffing strengths, weaknesses, opportunities, and threats (SWOT) across the organization. Identify departments or teams that may need additional headcount, as well as those that may be overstaffed.


Use your HCM’s reporting features to help you:

  • Compare current staff levels with projected needs

  • Use conservative, moderate and aggressive what-if scenarios to determine ideal staffing levels

  • Evaluate projected needs based on role, job responsibilities and specific skills


Share the data and your projections with finance to build a suitable and flexible budget for the remainder of the year. Then be sure that your recruiting teams have the information they need to create job requisitions and posts. Recruiters need time to build a plan to recruit and hire the employees you need when operations ramp up. 


As you prepare for rehires and new hires, upload hiring templates and other onboarding documents so the process is streamlined and ready to go when hiring begins. Make sure you also have training programs for current employees to ramp back into their work and to transition into other roles if they’ve been reassigned.


As the return to work becomes a reality for employees, provide frequent updates. The entire workforce needs as much information as possible so they’re prepared to help you restart the business as a unified team. Offer as much detail as possible about what the new normal will look like at your worksite, as well as any new health and safety requirements so that employees aren’t surprised.


Adapting worksites to meet new health and safety requirements

We don’t yet know what new requirements will exist when businesses re-open after Covid-19, but it’s certain there will be some changes to ensure workplace health and safety. Governor Cuomo of New York said that he wants to “ensure workplaces are designed to include social distancing measures (i.e., desks six feet apart, conference rooms redesigned), telecommuting for those who can and the most vulnerable.” 


There may also be requirements about workplace sanitization practices for shared equipment or required protective gear to enter buildings or to work onsite. As stay-at-home orders are dialed back, organizations will need to be informed about what changes they must make and what supplies they will need in order for employees to return to work.


Access necessary data about employees and worksites 

An HCM provides organizations with the employee count and location data required to make plans for re-opening after Covid-19. Both of these data points will inform how many employees can occupy a building or worksite based on distancing requirements around workspace proximity. 


Similarly, if gloves, masks, or sanitization stations are required for employees, an organization can use HCM data to assess how many supplies they need to order to provide those for employees. If equipment needs to be cleaned between use, or extra custodial staff hired to manage cleaning duties, your worksite location data will be essential to assessing what additional steps to take prior to re-opening.


Maximizing HCMs to adapt to a new normal

An HCM can and should provide the support an organization needs before, during, and after a crisis. The right HCM enables leaders to take care of and engage with their employees throughout a crisis and hit the ground running with new or re-hired staff when the business re-opens. 


Unfortunately, most legacy HR and finance systems don’t provide what enterprise leaders need.Instead of a legacy HCM, organizations need to look for a more agile, scalable, and simpler HCM platform. To navigate every stage of a crisis, organizations need transparency, relevant information, and flexible processes to quickly respond and adapt to a changing business climate. 


SyncHR HCM is a modern, fully integrated, cloud-based HCM solution that simplifies complex tasks, accelerates processes, streamlines workflows, and gives businesses the agility they need to address immediate challenges during a crisis, as well as strategize and plan for life after the crisis is over. 


Taking guidance from government officials and regulatory guidelines, organizations must look at their workforce and worksite data to create a plan that meets requirements prior to re-opening. If businesses re-open prematurely, or without a plan, it will significantly impact their success. At this volatile economic time, an uninformed re-opening after the Covid-19 could destroy businesses that are already struggling to survive amidst the chaos.

Contact a SyncHR solutions expert to learn more about business agility in a crisis.


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John Cuellar

John Cuellar

John is responsible for SyncHR’s product, engineering, and system operations teams. He is focused on streamlining the business processes related to HCM and finance by distributing SyncHR to all members of the workforce and by using patented security and workflow to control these developments. John is also responsible for delivering SyncHR as a cloud based application with “extreme ratio” financial metrics.

He has a background in engineering, workplace applications, and business administration, bringing over 25 years of experience deploying strategic HCM applications. Prior to co-founding SyncHR, John was the CEO of Harbor Technologies, since acquired by Mellon Financial Corporation. Previous to Harbor Technology Group, he spent an internship with the Swiss Bank Corporation in their derivatives pricing and trading group and also worked as a senior manager for the US Navy. John received his Bachelor of Science degree in Electrical Engineering from the University of California at Santa Barbara, and his Master of Business Administration from the Haas School of Business at the University of California at Berkeley.

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