Post COVID-19 HRM challenges

BY: Ruzly Ismail

The COVID-19 pandemic has had an unprecedented impact on the global economy and the way businesses operate. Human resource management (HRM) is an essential component of organizational management that has undergone significant changes as a result of the pandemic. This essay aims to discuss the post-COVID HRM challenges that organizations are facing and provide academic references to support the discussion.

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Remote work:

The pandemic has forced many organizations to adopt remote work to comply with social distancing guidelines. This sudden shift has resulted in several challenges, including maintaining employee engagement, communication, and productivity. According to a study by Henning et al. (2020), remote work may negatively affect employee well-being due to the blurred boundary between work and personal life, leading to exhaustion and burnout. HR managers must develop strategies to support remote workers, including technology to facilitate communication, employee engagement initiatives, and flexible working arrangements (Gajendran & Harrison, 2021).

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Mental health and well-being:

The pandemic has had a significant impact on employee mental health, with increased levels of stress, anxiety, and burnout reported across industries. HR managers must prioritize the mental health and well-being of their employees, including offering mental health resources, encouraging work-life balance, and providing opportunities for employees to connect and socialize (Cullen et al., 2021).

Diversity and inclusion:

The pandemic has highlighted existing inequalities in the workplace, such as disparities in access to healthcare, education, and technology. HR managers must address these inequalities by creating a more diverse and inclusive workplace that values and respects all employees, regardless of their background or circumstances (Smyth et al., 2020).

Reskilling and upskilling:

The pandemic has accelerated the need for organizations to adopt new technologies and processes, which requires a skilled and adaptable workforce. HR managers must identify skills gaps within their organizations and provide opportunities for employees to learn new skills, such as through training programs, mentoring, and coaching (Chen et al., 2020).

Employee turnover:

The pandemic has led to increased uncertainty and job insecurity, which can result in employee turnover. HR managers must implement retention strategies, such as offering career development opportunities, providing competitive compensation and benefits, and creating a positive work environment (Zhang et al., 2021).

Conclusion:

In conclusion, the post-COVID era presents several HRM challenges that organizations must address to thrive in the new reality. HR managers must balance remote and on-site work, prioritize employee mental health and well-being, create a diverse and inclusive workplace, reskill and upskill the workforce, and manage employee turnover. By adopting proactive strategies and being responsive to changing circumstances, HR managers can help their organizations succeed in the post-COVID world. The academic references cited in this essay provide evidence-based support for these HRM challenges and solutions.

References:

Chen, C.-C., Wang, D., & Huang, J.-W. (2020). COVID-19 and employee development: A crisis/opportunity perspective. Human Resource Management Review, 31(3), 100742. 

Available at https://doi.org/10.1016/j.hrmr.2020.100742

Cullen, K. L., Hu, M., Tregaskis, O., & Gao, Y. (2021). Employee wellbeing post-COVID-19: Implications for HRM. Journal of Management Studies, 58(8), 1817-1820. 

Available at https://doi.org/10.1111/joms.12719

Gajendran, R. S., & Harrison, D. A. (2021). Virtual work: Implications for the future of work. The Academy of Management Perspectives, 35(3), 365-388.