In a business and societal environment impacted almost daily by a broad range of factors that seem to be layering uncertainty on top of uncertainty, there may have never been a more unfair time to ask HR leaders to forecast the future. Still, we cannot escape the critical need to make, assess, analyze, and act on our individual, team and enterprise plans for 2021.
2020 dealt a heavy blow to most emerging and middle market enterprises. From the Covid-19 pandemic and related health crisis, to economic upheaval, to widespread social unrest and an intense presidential election, 2020 was certainly a year like no other. While the first few months of 2020 were record-breaking for many enterprises, with unprecedented levels of growth and performance, Covid-19 disrupted everything.
While CHRO concerns about the impact of Covid-19 on performance, supply chains, access to financing, and capital resources eased somewhat over the second half of the year, many companies continued (and still continue) to struggle with reduced demand and high uncertainty. Nevertheless, a solid majority of these leaders are optimistic that effective and widely distributed vaccines will accelerate a return to a next, new normal at some point in 2021.
Download this study by Workday that captures the sentiments and intentions of HR leaders from emerging and middle market enterprises from diverse industries and geographic markets on how they plan to meet the goals they have set for 2021.
