The key for HR managers and HR managers is to be PROACTIVE. Perhaps now, more than ever, human resource managers should not wait for the CEO's instructions anymore, but need to take the initiative to shoulder the burden.

The first:

Be proactive in preparing personnel plans according to each scenario. In this context, businesses will thoroughly cut wasteful or unnecessary costs. And the last option forced to apply, after cutting possible costs, is to cut costs related to personnel. That is reducing allowances, reducing wages, rotating work, unpaid leave, even cutting a part of staff.

Therefore, the human resources department will have to prepare scenarios for each of these options in advance, such as in the case of cutting 10%, 30% or 50% personnel costs. A proposal of options with horizontal lines is the above options, the columns will be: source of reduction/legal basis/risk management. This proposal should be discussed and agreed upon with the CEO prior to the CEO's request.

Second:

Prepare scenarios for Covid-19 epidemic situations related to the company. With the current rate of spread, the probability of the Covid-19 epidemic spreading to one of the company members is not small. Therefore, the human resources department needs to prepare a response scenario for each situation. For example, the situation in a company with employees in the F1 category; the building where the company's office is located or the area within a radius of 1km with positive cases, the working area is subject to blockade; In the company, there is a case where the employee is positive (F0); leadership has a positive member (F0).

Based on each situation, clearly define the corresponding response of the company so that when one of the situations occurs, just press the button to do it. Because if left to be confused, noisy information will make the geometry more confusing and create undesirable consequences. In particular, it is recommended to write, prepare documents, email notifications, handling procedures, and content on the company's Facebook page in situations, when it happens, just press the "Enter" button.

Tuesday:

It is important to note the importance of internal communication. Normally, internal communication is important, in times of emergency, this work is even more important. In the current context, no one knows the evolution of the situation and when the epidemic will end, the level of uncertainty is high. This situation is like the image of all staff members sitting on a roller coaster. Except for the first person, all the people sitting behind did not know what the next direction was, whether it was a sudden downhill, or a left or right turn, so they were all insecure.

Therefore, internal communication must help the team feel secure, connected, share and collaborate with the company to overcome this difficult period. The main tasks to do during this time are to communicate about measures to prevent epidemics and improve health for employees; communicate to employees the company's response plans in each situation to receive support, sharing and companionship from employees; communicating messages of leaders/management levels to employees to stabilize morale and strengthen solidarity; Communicating about effective online working from home tools and methods to ensure productivity.

More than ever, internal communication needs to be the link between members of the business. Thousand troops, one will, together, with the same voice. Circular thought, strong action. In order to communicate ideas, internal communication must be one step ahead.