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How to reinvent digital HR practise for 2021 As 2021 goes from future to present, devising what to prioritise in and how to approach the digital-first landscape can be a daunting task… HR operates in an uncertain world. The coronavirus pandemic has shaken up company stability, plunged many industries, such as hospitality, travel and retail into economic uncertainity, and caused one of the largest periods of mass redundancies in modern history. In December of last year, outplacement firm Randstad RideSmart’s research found that the UK suffered one of the most significant blows to employment since the pandemic began. Data released by the firm revealed that on Monday 7 December alone, over 10,000 people lost their jobs to redundancy in an event that it called ‘Black Monday’. As of November, when the Office of National Statistics updated its ongoing research into the widespread use of furlough within the UK, 1.2million businesses had furloughed over 9.6million staff, with Chancellor Rishi Sunak’s latest scheme to protect jobs now running until March of 2021. It’s obvious that this period of uncertainty is having a significant effect on employees – only made worse by the threat of burnout and isolation caused by a blurring