Human Resource Management In Post Covid Era

Research Paper (postgraduate) from the year 2020 in the subject Leadership and Human Resources - Leadership, , language: English, abstract: The purpose of this research is to explain the effect of the current pandemic on employee retention and, also, to evaluate the performance of the management and human resource development. This business report has been prepared and focused only on three strategic management theories that can be employed in order to minimize employee turnover during these unprecedented times. The main objective being targeted in this research is to assess how to ensure that employees are contributing efficiently and effectively to organizational goals through a virtual workplace and the techniques that the human resource department can employ in order to keep workers motivated and loyal to the organization. The project discusses the use of motivation theories such as Maslow’s hierarchy of needs, EVP; Resource based view and achievement of socio political goals of a corporation.

The importance of people in organizations has been growing in the organizational environment over the last decades. Digital transformation, artificial intelligence, and sustainability have already reinforced the role of people as a differentiating element for the success and survival of organizations. These phenomena alone are already challenging for people. There is a consensus that the world of work as we knew before the pandemic will not return. Human resource management (HRM) practices must prepare organizations for the future of work. The Handbook of Research on Challenges for Human Resource Management in the COVID-19 Era analyzes state-of-the-art HRM in a digital transformation context and investigates the factors that promote more learning and development dynamics in organizational contexts. It also evaluates the impact of HRM policies on individuals, organizations, and societies. Covering topics such as corporate social responsibility, job satisfaction, and electronic performance monitoring, this major reference work is a crucial resource for leaders from public and private companies, human resource professionals, specialists, students and educators of higher education, researchers, and academicians.

With the introduction of policies to combat COVID-19, far greater numbers of employees across the globe—including those with limited job autonomy—have moved to undertake their entire job at home. Although challenging in the current climate, embracing these flexible modes of work such as working at home, including relevant investment in technology to enable this, will not only deliver potential organizational benefits but also increase the adaptability of the labor market in the short and longer terms. Although perhaps not the central concern of many in the current climate, “good” home-based work is achievable and perhaps even a solution to the current work-based dilemma created by COVID-19 and should be a common goal for individuals, organizations, and society. Research also has shifted to focus on the routines of workers, organizational performance, and well-being of companies and their employees along with reflections on the ways in which these developments may influence and alter the nature of paid work into the post-COVID-19 era. The Handbook of Research on Remote Work and Worker Well-Being in the Post-COVID-19 Era focuses on the rapid expansion of remote working in response to the global COVID-19 pandemic and the impacts it has had on both employees and businesses. The content of the book progresses understanding and raises awareness of the benefits and challenges faced by large-scale movements to remote working, considering the wide array of different ways in which the large-scale movement to remote working is impacting working lives and the economy. This book covers how different fields of work are responding and implementing remote work along with providing a presentation of how work occurs in digital spaces and the impacts on different topics such as gender dynamics and virtual togetherness. It is an ideal reference book for HR professionals, business managers, executives, entrepreneurs, policymakers, researchers, students, practitioners, academicians, and business professionals interested in the latest research on remote working and its impacts.

This book presents a novel viewpoint in HR management: in addition to the macroeconomic factors (demographic development, industry 4.0, digitization, etc.) and its micro-political counterparts (shortage of skilled workers, an aging workforce, shortage of MINTs), personnel policy in the highly developed economic regions of the world can increasingly be seen from the third point of view, which is the ego-perspective. The complexity of the economic world 4.0 is manifesting itself for the employees in a working world of unlimited possibilities, offering almost limitless freedom of choice, especially for younger people. Due to this shift in the balance of power, the influence of the employers decreases and is often reduced to countering the pronounced self-confidence of the employees in asserting their expectations with corresponding company incentives. The author emphasizes that dealing with the challenges of this extremely fragile world of work - currently exacerbated by the COVID-19 pandemic - must by no means be left solely in the hands of overburdened personnel managers. The contribution of the line manager or direct superior is becoming increasingly important. And it is only through close and clearly defined cooperation between the two that the opportunity for effective human resources management lies. This book aims to illustrate this process of division of labor in the individual phases of personnel management.

The human resource management is central point for the organization where they can recruit the fresh talent in the organization and things become more advance and difficult after the phase of the covid. human resource management has drastically changed according to the new challenges posed by the covid like talent management, work from home, flexible working hours and so on. this book will try to address various current and futuristic trends in human resource management like organizational culture, leadership development, inclusive economic development, brand management and many more. we are pleased to place this book before the academicians, researchers and industry practitioners with a hope that the readers will enjoy reading this book.

This unique volume explores the various aspects of human resources management and challenges that leaders, managers, and employees are facing in dealing with the new normal that is the result of changing workplace conditions and priorities due to the COVID-19 pandemic. With the outbreak of the pandemic and the resulting nationwide lockdowns, business across the globe came to an unexpected halt. This volume looks at the paradigm shift in the workplace ecosystem and how the world has changed in a big way. It discusses HR’s role in organizational growth strategies, employee well-being, and employee mental health during the economic downturn and offers coping strategies that aim to empower human resources through learning and resilience. This book explains strategies that will help in preserving healthy human resources, which are an important component of an organization’s effectiveness and growth. Chapters explain current trends in business and technology, the need for constant upskilling and digital dexterity, managing tech detox, and the way employees should work in the new normal. Chapters in Human Resource Management in a Post-Epidemic Global Environment: Roles, Strategies, and Implementations cover how the role of HR has changed with the pandemic; workplace communication strategies; challenges and opportunities of technology use in work-from-home scenarios; flexible work practices; effective employee retention; preserving employees’ well-being, mental health, and work-life balance; the effect on gender equity; HR challenges in the tourism sector; and much more. Organizations that adopt post-pandemic HR roles and strategies not only have the path to innovation but will also have a competitive landscape in the changing scenario. HR leadership and others at corporations and organizations—both large and small—will find this volume to be a useful resource for discussion, implementation, and innovation.

Covid-19 outbreak has been the biggest health, social and economic emergency the world has ever faced since the Second World War. The pandemic has drastically changed, at least temporarily, the way society, businesses, and infrastructure systems operate. It has forced us to take a closer look at our woefully inadequate health infrastructure. It also led to the closure of educational institutions and turned formal learning into distance learning, posing a daunting challenge of demand for e-learning infrastructure. Social distancing policies (SDPs), encouraging people to stay home and limit gatherings, impacted wide range of services and industries. The telecommunications infrastructure, in particular, became a spotlight in view of its critical importance to keep businesses, governments, and societies connected and running in the period of economic and social disruption. The governments acknowledged a fact that “telecommunications, internet services, broadcasting, cable services, IT and IT-enabled services (ITeS)” are the essential services. Work from Home (WFH) seemed a positive experience, however with some adverse impact on the social, behavioural and physical factors. ICEIM 2022 is a humble contribution of SPM PDEU in terms of presenting a scholarly platform wherein abundance of ideas, answers, right questions, and complementing new learning’s are expected to emerge. The conference aims at discussing and deliberating various contemporary issues and challenge in the management of energy & infrastructure. The conference showcases seven tracks, five of which are Business & Technology, Finance, Human Resource, Marketing, and Project & Operations Management. Then in view of emerging scenario, two more tracks were added namely, Business Analytics and Data Science, Strategies & Entrepreneurship Management. We do expect to receive 80–90 research papers covering various tracks of the conference. We have so far got regular research papers, industry papers, Ph.D. research papers and students’ research articles. New research directions also constitute an agenda of a conference. This conference had three plenary sessions: a) Emerging Electrical Vehicle Ecosystem: Prospects and Impediments, b) Infrastructure Development in India: Policy Perspectives and Innovative Financing Initiatives, c) Energy Sector Management: Challenges and Strategies in Industry 4.0 era. All the plenary sessions of this conference have speakers mostly from the industry. We strongly believe that this International Conference will provide ample opportunities to all participants to disseminate new research ideas with industry professionals as well as the policy-makers. It is also believed that this International Conference will initiate new thought process towards the issues and challenges faced by the energy and infrastructure and will definitely add substantially to the existing domain of knowledge. We are pleased to present this proceeding of the International Conference to the academicians, researchers, industry practitioners and policy-makers who all have joined hands towards building the new knowledge development in the area of energy & infrastructure management.