"The world will never be the same again after the coronavirus crisis". This sentence has been heard or read more and more frequently in recent days and weeks. It refers to the social context, to education and learning, but also to HR policy in German companies. Between 23 and 30 March 2020, the Institute for Employment and Employability (IBE) at the Ludwigshafen University of Business and Society conducted a survey on the coronavirus crisis and its consequences for human resources management and organization. The survey, in which 400 people took part, focused on instruments for dealing with the crisis and the feared consequences for companies.
The survey initially deals with instruments that are considered adequate for dealing with the crisis. Participants were asked about the relevance of certain measures and approaches in various subject areas. These include state aid, working models, company support services for employees, monetary measures, workforce reduction, leadership, information and communication. In a second step, the fears and opportunities associated with this exceptional situation for each individual respondent are examined.
The feedback from respondents on their greatest fears shows that the risk of insolvency and staff cuts are viewed with particular concern. Long-term consequences, such as a recession and a global economic crisis, which could have similar economic dimensions and political and social consequences to 1929-1939, are also mentioned here. In comparison, the health consequences are perceived as less threatening.
When asked about the instruments that are considered adequate in dealing with the crisis, it is clear that the need for state aid receives enormous approval ratings. The unbureaucratic application process for aid measures and short-time working are particularly relevant for those surveyed (99% approval in each case). Government liquidity assistance (94%), aid loans (88%), tax relief (87%) and a new government economic stimulus program (77%) are also highly relevant. This assessment is not surprising given the fears mentioned.
One of the biggest fears of those surveyed is staff cuts. However, not even half of them see a reduction in the workforce as the "means of choice" in the crisis. One conclusion that can be drawn from this is that the shortage of skilled workers is already so prevalent in people's minds that retaining staff is a top priority in order to avoid being left "empty-handed" after the crisis. However, the longer this crisis lasts, the greater the focus will inevitably be on the toolbox of staff reduction.
Against the backdrop of contact and exit restrictions, the place of work plays an important role. Many employees may or must relocate their work home. It is therefore not surprising that 91% of those surveyed believe that measures relating to the place of work are highly relevant in this crisis. While working from home, for example, was for many years a form of work for certain groups of employees and areas of activity and was seen as a kind of "special status", it developed overnight into a form of work for everyone, so to speak. A complete return to the old world of face-to-face culture in the sense of the Monopoly rule "go back to the drawing board" is rather unlikely. Of course, we won't all be working from home 100% of the time when the crisis is over, but it is very likely that we will work more and more in hybrid forms.
The "HR policy in the coronavirus crisis" survey clearly shows that many of those surveyed also see great opportunities in this crisis. The crisis is driving the digitalization of processes in companies. If the financial resources are available, this will be implemented faster and more consistently. In the area of school and academic education as well as training and further education, there has already been an enormous increase in online formats and digital learning content, sometimes with very creative approaches. Much of what was previously "put on the back burner" is now being implemented in a comparatively short space of time, even if it is sometimes still based on the principle of "trial and error". In addition, during this crisis it is possible to learn which familiar processes can possibly be managed differently.
The results of the study "HR policy in the corona crisis" are now available to download free of charge as a text version and in graphic form at
https://www.ibe-ludwigshafen.de/personalpolitik_in_der_coronakrise/
© IBE (2020): "Personnel policy in the corona crisis"
Specialist contact:
Ludwigshafen University of Business and Society
Institute for Employment and Employability IBE
Prof. Dr. Jutta Rump
Tel.: 0621 5203 238
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http://www.ibe-ludwigshafen.de
