The recession changes the situation on the market, even the job market and the HRM Function has to change its short-term priorities to make the organization competitive again.
The HRM Function should conduct the SWOT Analysis of the current position of the organization on the market and how it can be changed. The HRM Function cannot keep its HR Stereotypes for a long period of time, as the organization will be seen as rigid. The external market will notice it sooner than the internal employees, but to bring a new HRM Function face in such a situation is a mission impossible.
The HRM Function has to find information about the competition and the best practice in the area. The HRM Function has to introduce the right recession initiatives and the SWOT Analysis is a good starting point.
The HRM Staff should go through the main HR Processes and identify their strengths and weaknesses. Also the opportunities can be identified and they can be a major source of the future valued added of the Human Resources to the organization.
The SWOT Analysis is a good tool for the identification of the useless costs, which can be cancelled and the employees and external competitors will not recognize it. The HRM Function is not 100% perfect in the right allocation of costs to the right initiatives.
The SWOT Analysis is a very powerful tool, which can save a lot of time spent during the discussions. The SWOT Analysis is quick and it can easily identify the competitive advantage for the recession.
