Human Resources (HR) between Energy and Coronavirus Crises: The Measures that Companies Are Taking (Q3 2022)

In the third quarter, the Randstad-ifo Personnel Manager survey looked at HR policy measures for the energy and coronavirus crises. As winter approaches, companies are increasingly having to think about how they will deal with the threat of an energy shortage. To what extent have companies already prepared for this with an emergency plan, and what specific measures do those plans foresee? Does the presence of an emergency plan restrict business activities, and if so to what extent? And who is primarily responsible for the development of an emergency plan? In addition to all these challenges, the coronavirus also continues to play havoc. The special questions also provide insights on (renewed) Covid-19 protective measures.

Energy Emergency Plan

Almost one in three companies surveyed already has an emergency plan in place in the event of an energy shortage, but their responses vary widely depending on the business sector and company size. In this context, manufacturing is probably the most affected. While 43 percent of respondents in this sector have already prepared for an energy shortage, the figure for trade is just 17 percent. In terms of company size, it can also be observed that the majority of large companies (60 percent) have worked on counterstrategies. The number of companies with precautions in place decreases with the size of the company.

Infographic, Randstad ifo Personnel Manager Survey

Energy Saving Particularly Relevant in Manufacturing

The most likely measures in an emergency plan include reducing the temperature in buildings and having staff use up overtime and vacation time. The majority of companies surveyed are also considering increasing their remote working options, followed by the possibility of putting employees on short-time work. The least likely option is to restrict business operations (e.g., by cutting back production, offering fewer services, or shortening service hours). Very often, there are no or hardly any plans for this measure. Given the acute and worsening shortage of skilled workers, not a single company is considering a reduction in personnel. Looking at the different sectors of the economy, it is clear that manufacturing companies, due to the fact that they are more affected, attach a much higher relevance to the individual measures than the other sectors of the economy. The main focus is on using up overtime and vacation, as well as on reducing building temperatures.

Infographic, Randstad ifo Personnel Survey

Responsibility and Impact

Responsibility for developing a potential emergency plan lies with management in almost all companies (97 percent). In addition, the HR department is involved in 22 percent of cases, as well as the works council in 13 percent of cases. In the event of such an emergency plan coming into effect, a good one in five of the companies surveyed (22 percent) assume that it will lead to severe restrictions on business operations. In manufacturing, the proportion is slightly higher at a good quarter (27 percent), while in trade it is slightly lower (16 percent). Overall, medium restrictions are expected most frequently. Minor restrictions are predominantly reported in trade. Broken down by company size, large companies more frequently expect medium (54 percent) to severe (16 percent) burdens from an emergency plan. In comparison, this applies to small companies with fewer than 50 employees in 33 percent and 25 percent of cases, respectively.

Coronavirus Protective Measures Planned in Almost Every Company

In addition to growing concerns about energy needs, renewed fears about another wave of Covid-19 are also appearing. Almost all personnel managers surveyed are taking precautions in this regard (88 percent), and in the large companies surveyed this is true of all of them. The most popular measures include free coronavirus tests and an increase in remote-working offerings. For the latter, however, the picture is very heterogeneous: among companies with fewer than 50 employees, this is on offer in just under one in two cases (49 percent). In trade companies, too, remote working is offered as a coronavirus provision in only 48 percent of cases. Visitor management and vaccination programs are also very popular among the participants surveyed. In contrast, special training for digital remote-working tools and software for office occupancy are used only rarely. Other measures largely include mandatory (FFP2) masks, social distancing, and the existing hygiene concept. In addition, shift work is to be used more frequently again in order to reduce contact.