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Mar31, 2020,04:25pm EDT
The Impact Of The Coronavirus On HR And The New Normal Of
Work. Jeanne Meister Contributor. Leadership Strategy. I write about Trends Shaping The Future of Work
The New Normal of Work
SHUTTERSTOCK / GAUDILAB
For the past decade I have been writing and speaking about the disruptions in the way we work,
learn and communicate. In my article, Humans, Gigs and Robots Are The New Blended
Workforce, I saw an increase in full time workers working side by side with gig workers and bots
or digital assistants. I went on to say: the pace of change has never been this fast, yet it will never
be this slow again! What I did not envision is we would be working exclusively from our homes
while juggling home schooling and trying to figure out how to conduct three Zoom sessions at
the same time: one for our own meeting, one for our spouse or partner’s meeting, and one for
our child learning at home!
The Covid-19 coronavirus is becoming the accelerator for one of the greatest
workplace transformations of our lifetime. How we work, exercise, shop, learn,
communicate, and of course, where we work, will be changed forever!
The term VUCA (volatile, uncertain, complex and ambiguous) first appeared in the media
in 1987 by the Army War College. It has taken just a few weeks for the Covid-19 coronavirus to
shut down most restaurants, bars, shops, and gyms, as well as mandate or encourage 88% of
workers to work from home, regardless of whether or not they are showing symptoms of
coronavirus (according to Gartner), trigger hiring freezes, and, as of last week, a record of 3.3
million Americans have applied for unemployment benefits.
But the larger question is: how will this massive transformation impact the workplace, you, your
team, and your organization? Future Workplace’s recent survey, entitled The Impact of the
Coronavirus in the Workplace, was conducted among 350 HR leaders in the USA to explore this
question. I will share some insights on how this new normal of work is evolving within
organizations.
1) Ramp up Training and Investment in Remote Working
https://www.forbes.com/sites/jeannemeister/
https://www.forbes.com/leadership-strategy
https://www.forbes.com/sites/jeannemeister/2019/03/14/the-future-of-work-humans-gigs-robots-are-the-new-blended-workforce/#4cd28b60384c
https://www.forbes.com/sites/jeannemeister/2019/03/14/the-future-of-work-humans-gigs-robots-are-the-new-blended-workforce/#4cd28b60384c
https://www.forbes.com/sites/jeannemeister/2019/03/14/the-future-of-work-humans-gigs-robots-are-the-new-blended-workforce/#4cd28b60384c
https://www.forbes.com/sites/jeannemeister/2019/03/14/the-future-of-work-humans-gigs-robots-are-the-new-blended-workforce/#4cd28b60384c
http://usawc.libanswers.com/faq/84869
http://usawc.libanswers.com/faq/84869
https://www.gartner.com/en/newsroom/press-releases/2020-03-19-gartner-hr-survey-reveals-88–of-organizations-have-e
https://www.gartner.com/en/newsroom/press-releases/2020-03-19-gartner-hr-survey-reveals-88–of-organizations-have-e
https://www.gartner.com/en/newsroom/press-releases/2020-03-19-gartner-hr-survey-reveals-88–of-organizations-have-e
https://www.washingtonpost.com/business/2020/03/26/unemployment-claims-coronavirus-3-million/
https://www.washingtonpost.com/business/2020/03/26/unemployment-claims-coronavirus-3-million/
Across the globe, companies are dealing with the Covid-19 coronavirus pandemic by mandating
or encouraging employees work from home. As the coronavirus spreads, working from home is
the new normal for workers. We are hearing comments like: “It’s the first day of both working
from home and home schooling… I never signed up to be a teacher and now I believe teachers
should be paid like CEOs!”
What are companies doing to prepare for one of the largest work from home experiments ever?
Our research examined the various ways companies are dealing with remote working and one
way is training. Our Future Workplace survey, The Impact of the Coronavirus in the Workplace,
asked, “In what ways does your company offer training on how to successfully work from
home?” The responses ranged from offering both worker training and manager training, to
mentoring, coaching, and even launching Employee Resource Groups targeted to remote
workers and their families. See Figure 1:
Figure 1
FUTURE WORKPLACE
Microsoft is going one step further. They created a Guide to Working From Home During
COVID-19. This guide was shared with the Microsoft global workforce and a version was made
available to customers as an editable document to use with their own organizations. The link to
the customizable version is here: http://www.aka.ms/WFHguide-Customer
Rachel Russell, one of the architects of this document and the Flexible Work Lead at Microsoft
says, “We designed the document to support our employees working from home during this
http://www.aka.ms/WFHguide-Customer
https://www.linkedin.com/in/rachel-russell-225b072/
outbreak, some for the first time and many with others at home as well. Our guidance ranges
from setting up your physical and virtual workspace to managing your time and wellbeing, as
well as specific guidance for managers. Everyone’s experience is different, and we continue to
offer learning resources and community spaces, like Yammer groups, where employees can ask
questions, share anecdotes, and brainstorm ideas for staying healthy, engaged, and productive.”
The Guide to Working From Home balances the mechanics of working from home with the
emotional implications of managing it all: work, home, children, and importantly, your own self-
care.
Future Workplace summarized the list of successful strategies for remote working following our
recent Future Workplace Virtual Summit, and interviewing both Rachel Russell and Stacy
Elliot, Senior Director of Communications at Microsoft, a pioneer in remote working for the
last 17 years.
Tips for Working Remotely
MICROSOFT’S GUIDE TO WORKING FROM HOME AND FUTURE WORKPLACE
https://www.linkedin.com/in/rachel-russell-225b072/
https://www.linkedin.com/in/stacyel/
https://www.linkedin.com/in/stacyel/
2) The Future of Work Is the Future of Worker Wellbeing
My Forbes column, Top Ten HR Trends That Matter Most in the 2020 Workplace, details
how companies that focus on the future of work are consumed by the impending disruption of
jobs, automation, and changing workforce demographics. All of these are important, but we also
need to make worker wellbeing a priority! Today more than ever, the future of work is
the future of worker wellbeing. With the growth of the digital economy, our ‘always on’ way
of working, the stresses in managing work-life integration, and now dealing with the
coronavirus, assisting workers with their wellbeing has never been more important.
As Cecilia Tse, Wellbeing Strategy Leader, PwC says, “We are committed to helping build our
people’s wellbeing and we define this to include their physical, emotional, mental, and spiritual
well-being. But we are going beyond viewing wellbeing as a perk, we are being prescriptive to
provide our people guidance and suggestions for habits they can consider forming in each of
these areas on our PwC Be well, work well Habit Bank.” This focus on worker wellbeing is
especially important, as workers experience anxiety in dealing with the coronavirus. Our Future
Workplace survey asked the question, How is your organization dealing with increased anxiety
during the coronavirus pandemic? Our list of suggestions are outlined below in Figure 2.
Figure 2
https://www.forbes.com/sites/jeannemeister/2020/01/15/top-10-hr-trends-that-matter-most-in-the-2020-workplace/#344349697dfc
https://www.linkedin.com/in/cecilia-tse-70391b52/
https://habitbank.pwc.com/#tab=1
FUTURE WORKPLACE
3) The Coronavirus Can be an Opportunity to Re-define Your Business
The coronavirus pandemic is fundamentally shifting how we live and do business and will
accelerate the Fourth Industrial Revolution, fueled by smart technologies such as Artificial
Intelligence and mobile supercomputing. The Future Workplace Survey asked HR leaders, How
could the Coronavirus be advantageous to your business? Figure 3 shows the range of
responses where some HR leaders saw the coronavirus as an opportunity.
Figure 3
FUTURE WORKPLACE
Many survey respondents commented on how the coronavirus could be an opportunity to re-
think assumptions on their products, services and business model as well as cross training and
creating new products to be better prepared for the next pandemic.
As I toward 2021, I see the coronavirus as an accelerator for defining the role of the corporation,
remote working, re-skilling, skills based hiring, and the transformation of corporate learning.
CEOs Will Be Bold in Protecting and Investing in Their People
On August, 19, 2019 the Business Roundtable released a statement signed by 181 CEOs
acknowledging all of a corporation’s stakeholders- workers, communities, partners- were as
valuable as their investor shareholders. This statement now looks to be prescient. In the past few
weeks, there have been numerous examples of corporations proving they meant what they
acknowledged back in August, 2019.
• Microsoft announced that they will keep paying the hourly workers who
support their campus during this period of reduced service needs.
• Starbucks, identifying the anxiety of this crisis, has extended its mental health
benefits and extended therapy sessions to all U.S. based employees and their
eligible family members starting April 6th, 2020.
• StopTheSpread.org, the blog on Medium authored by Ken Chenault, former
CEO of American Express, and Rachel Romer Carlson, CEO and co-Founder of
Guild Education, asks CEOs to stand together to support coronavirus recovery by
funding national healthcare needs such as ventilators, respirators and hospital
supplies.
There Will Be a Surge in Remote Working after the Coronavirus
In 2017, FlexJobs and Global Workplace Analytics estimated the number of people working
remotely increased 159% between 2005 and 2017, with a 44% rate of growth in the last five
years of that span.
That was only the beginning. Remote work is here to stay! The coronavirus is making
companies, employees and their managers more comfortable with working from home. From
now on, we will question taking that flight to see a client if we can communicate on a new
project using Zoom.
Face time will no longer be the measure of worker productivity. Instead we will finally focus on
results! With the benefits of tapping into a geographically and ethnically diverse talent pool,
managers will increasingly explore how to make remote working part of their culture.
Skills-based Hiring Will Move from The New Normal to The Normal
https://www.businessroundtable.org/business-roundtable-redefines-the-purpose-of-a-corporation-to-promote-an-economy-that-serves-all-americans
https://www.forbes.com/sites/shamahyder/2020/03/15/coronavirus-champions-a-running-list-of-brands-getting-it-right/
https://www.forbes.com/sites/ruthumoh/2020/03/16/starbucks-expands-mental-health-benefits-offers-therapy-to-all-us-workers/#6f1b52a57698
https://www.forbes.com/sites/ruthumoh/2020/03/16/starbucks-expands-mental-health-benefits-offers-therapy-to-all-us-workers/#6f1b52a57698
https://medium.com/@rachel.romer.carlson/leading-boldly-on-covid-19-b23ecb2f5093
https://medium.com/@rachel.romer.carlson/leading-boldly-on-covid-19-b23ecb2f5093
https://medium.com/@rachel.romer.carlson/leading-boldly-on-covid-19-b23ecb2f5093
More companies will move from hiring based on degree pedigree to hiring based on skills and
more apprenticeship jobs will surge.
I spoke with Ravi Kumar, President of Infosys Ltd, on how the coronavirus will impact
businesses. Ravi wrote his point of view in an inspirational LinkedIn article, Thinking Out
Loud, on the confluence of opposites born in unprecedented times, such as an increased need
for collaboration while we work remotely or the need to reap benefits of global
interconnectedness along with local resilience.
Organizations, even as they deal with the challenges of the here and now, are putting into place
plans for their post-COVID recovery. Transforming their talent models and digitizing their
talent value chains will be a big focus area.
Kumar predicts a surge in skills-based hiring as more companies outsource routine tasks to
machines and humans focus on uniquely human skills of creativity and critical thinking. Kumar
says, “I see a future where machines will handle problem solving and humans will focus on
problem finding.” That vision has committed Infosys to be a leader in the skills-based hiring
movement, where the company focuses on recruiting candidates with the skills and capabilities
they need rather than on their degree pedigree. Infosys partners with various community
colleges in the country to hire for the right skills. In anticipation of the large scale digitization of
workplaces, Infosys is stepping up its effort accelerating this with the recently launched Digital
Apprentice program for community college students to learn-earn-work in order to land digital
backbone jobs.
Learning Will Be Radically Transformed
This new normal of working will drive new ways to learn online. Research and Markets has
forecast the e-learning market to triple by 2025 to reach $325 billion.
That was before the coronavirus. This estimate will only increase as companies have no choice
but to launch a radical transformation of corporate learning.
We already saw this happening with:
https://www.linkedin.com/in/ravi-kumar-s-1a90422/
https://www.infosys.com/
https://www.linkedin.com/pulse/thinking-out-loud-ravi-kumar-s/
https://www.linkedin.com/pulse/thinking-out-loud-ravi-kumar-s/
https://www.forbes.com/sites/tjmccue/2018/07/31/e-learning-climbing-to-325-billion-by-2025-uf-canvas-absorb-schoology-moodle/#19924fb53b39
https://www.forbes.com/sites/tjmccue/2018/07/31/e-learning-climbing-to-325-billion-by-2025-uf-canvas-absorb-schoology-moodle/#19924fb53b39
• Walmart is partnering with Strivr to use Virtual Reality to prepare Walmart
workers for Black Friday in store shopping;
• Best Western Hotels is partnering with Mursion to use virtual reality to train
front desk clerks in problem solving skills;
• Home Depot built a mobile app to train new hires while they are on the job,
sharing product information to reduce the need for face to face training.
All of these experiments will be accelerated as business leaders disrupt their old practices which
relied heavily on face to face learning and pivot to developing proof of concepts for learning on-
the-job using the latest consumer technologies.
Chris Pirie, former CLO of Microsoft and lead faculty for online course Radical Transformation
of Learning believes business leaders must find new ways to create engaging experiences which
are experiential and fun. That means incorporating more gamification, virtual reality, and
augmented reality for corporate learning.
Organizations will Double Down on Re-Skilling Workers
While some organizations like Amazon, SAP, Walmart, AT&T, PwC and Guardian Life Insurance
have already announced plans to re-skill large segments of their workforce, the challenge for
more companies will be to go beyond designing one-off training programs. This challenge will be
much bigger than any one program. Instead, companies will create an ecosystem devoted to
creating an AI powered skills inventory, reskilling and and exploring new private partnerships
with traditional and non-traditional institutions of learning, as well as ed tech startups.
Welcome to the new normal of work. What is clear is none of us can afford to operate as we have
in the past. In the words of Shunryu Suzuki, author of Zen Mind, Beginners Mind, “In the
beginner’s mind, there are many possibilities, in the expert’s mind, there are few.” As business
leaders we need to see all the possibilities, challenge our perceptions, and lead this disruption of
work. This is our opportunity to show how we lead in a crisis as we navigate the unprecedented
journey in the coming weeks and months.
https://www.strivr.com/
https://www.mursion.com/
https://www.mobilemarketer.com/news/home-depot-builds-mobile-gamification-app-for-employee-training/517165/
Radical Learning Transformation: Disrupt Yourself and Rethink your Corporate Learning Strategy
Radical Learning Transformation: Disrupt Yourself and Rethink your Corporate Learning Strategy
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