Page 27 - Banking Finance March 2022

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human connection. For developing individual resilient
behavior, communication plays a very important role. HR
needs to encourage open conversation among the
employees to share their problems & concerns. This will help
in building a good relationship among the employees and
they will come forward to help each other at this time of
crisis. HR will also need to create opportunities for regular
and continuous communication among employees. These
interactions will help employees to come out with the new
ideas to solve the problems. To nurture these kinds of
workplace relationship, HR needs to make continuous
efforts to build bond between the employees. This culture
of healthy relationship will be reflected in the resilient
behavior of the employees and also in the organization. exigencies, firms need to have system, procedure, policies
in place. Organizations need to review policies on workplace
Communication in crisis- flexibility and remote working to make them future ready
Communication in crisis is very critical element. How HR to deal with such type of pandemic.
communicates in the time of crisis means a lot for the
employees. A message which shows that our organization Now HR has to transform itself from an operational one to
is not going to leave any room to protect our people in this more strategic partner of the business. HR should have a
difficult time will boost the moral and enhance the faith of fair idea about the extent that any people issue can impact
the employees on the HR. The magical words like "we are the business productivity. Role of HR has changed
here for you" is a like panacea which can infuse new energy significantly over a period of time. As a true business partner,
in the workforce. The continuous communication from HR HR needs to have an overall knowledge of business and work
will help to understand what kind of challenges employees and on the basis of that they need to form the HR strategy.
are facing while performing their duty, what are their Ensuring the business continuity in such type of pandemic
concerns, what need and support they require to perform shows the HR's ability to handle the crisis well.
their duty effectively. This continuous communication from
the HR will build trust among the employees and will Building Trust & Credibility
encourage them to perform better under any Building trust is an ongoing journey and one that has several
circumstances. steps. The first step is creating an environment in which care
is felt. When the employees feel the organization cares for
Business Continuity& Strategic Business them, they have higher level of trust .HR needs to develop
Partnering: - the culture of care, support and flexibility. Communication
All these things are interrelated, business is driven by the with employees on regular basis, listening and being
people and if the people are having problems & concerns it responsive when they express concerns and coaching
has a direct impact on the performance of the organization. conversation will prove to be highly effective in building a
One way, HR is the advocate of the employees for culture of trust.
addressing the concerns, on the otherhand, HR is equally
responsible for the business continuity and continuous Every small step of HR towards addressing the employees
growth of the business. HR is the true strategic business concerns make a foundation of the trust & credibility. When
the employees of the organization start feeling that there
partner and a true consultant of the management on the
is someone to take care of them that is the beginning of
people issues. The Covid has taught us that if organizations
trustworthiness. HR proactive measures towards
are ignoring the health and wellbeing of the employees it
will be very difficult to ensure the business continuity to employee's wellbeing at the time of pandemic will win the
achieve the desired results. trust of the employees. HR needs to develop the culture of
care & respect in the organization. This will ensure the
Considering business continuity plan to deal with such continuous growth of the organization.

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