The corona virus pandemic has had an immensely drastic impact all over the world. This evidently lays reference to the fact that the corona virus pandemic has not only affected the health of the people of the world but also their economic positioning. This effectively elaborates that due to the corona virus pandemic, the world’s economic condition has been in an upheaval. The global economy has not only faced a genuine decline in business but has also been threatened with the possibility of extinction. This means that due to the corona virus pandemic, various businesses all around the world have shutdown. This has resulted in the global economy declining by a lot. In order to function during such trying times, businesses all around the globe have had to come up with new ways of conduction (Ozimek 2020). It is also imperative to state that the human resource department of a company plays an incredibly important part in their overall functioning. Due to the corona virus pandemic, the human resource department of every business around the world has undergone a drastic change in their overall functioning (Galanti et al 2021). The following paper strives to discuss how the corona virus pandemic has affected the businesses all around the world along with their human resource management. In addition to this the paper will also discuss the new trends that have developed in human resource management due to the corona virus pandemic. Finally, the paper will also discuss the concept of human resource management in an organization.
The human resource management of a company evidently contributes to the management of its workforce. This evidently less emphasis on the fact that the human resource management of a company looks after the efficient management of its workforce so that the company can keep on flourishing in its designated purpose and enhance their overall performance in their industry. The human resource management of a company is an important part of the overall business as it looks after the human resource of the company. This mainly lays emphasis upon the fact that the company’s success depends heavily upon its employees. The human resource management department evidently looks after the company’s workforce which eventually contributes to the overall development of the company in its specified purpose. In addition to this, according to Tweedie et al (2019), the human resource management of a company also focuses on the quality of work that the company receives. This mainly suggests that the company’s human resource department has the responsibility of organising training and development activities for the employees so that they can develop their skill set and eventually contribute to the betterment of the company. The authors of this paper use secondary data analysis as the methodology in order to reach this conclusion. This mainly suggests that the authors of the paper refer to prior literature of other authors and state that the overall performance and quality of performance of an employee is evaluated by the Human Resource department of a company. Furthermore, the paper also states that performance management affects the overall work ethic of the employee.
Moreover, it is important to note that the human resource management of an organisation also enables them with the correct group of employees that can maximise the company’s profits in its designated industry. According to Villegas et al (2019), this means that the human resource department is responsible for the hiring and recruiting process of its employees and hence contributes heavily to the overall benefit of the company in its designated industry. The authors of this paper suggest that the human resource department is responsible for the ethical hiring of employees who will eventually add value to the company since they have the potential to do better. The methodology used by the authors is secondary form of data analysis which means that they have referred to prior literature on similar topics to make these deductions. However, it is imperative to note that due to the onset of the coronavirus pandemic, the company’s human resource department has had to elevate the way it usually functions. This mainly sheds light upon the fact that according to Caligiuri et al (2020), human resource management of a company has had to change the way they conduct business usually so that they can keep up with the changing times that have been triggered by the corona virus pandemic. The authors of the paper referred to published literature on similar topics to state that the human resource department of companies all around the world have had to come up with strategic plans of actions that have enabled the company to function lucratively in such trying times and continue to conduct its business and cater to its selected customer base.
The coronavirus pandemic has affected organisations all around the world in an extremely complex manner. This mainly suggests that due to the corona virus pandemic, organisations all around the world have had to come face to face with a challenging environment when it comes to conducting business in its usual way. This also brings to light the fact that the human resource department of every company has a certain method of conducting business. This also suggests that the way the human resource department of a company handles its human resource depends on the individual functioning of the company. However, due to the coronavirus pandemic human resource departments all around the world have had to come up with strategic ways that would enable them to not only manage their human resource but also ensure their quality production. This is important as it not only contributes to the betterment of the company but also enables the company to achieve an enhanced position in its designated industry. This illuminates the idea that due to the corona virus pandemic; businesses have had to come up with alternative modes of functioning. One of the most important changes that businesses around the world have had to implement is to cater to the needs of their customer on the basis of the timing. This mainly elucidates the fact that many companies have had to take their business online so that they can continue to cater to their customer base. According to Susmiha (2019), this means that the corona virus pandemic has implemented drastic dependency on technology which has enabled companies to take their business onto digital platforms. This also illuminates the fact that the corona virus pandemic has affected businesses all around the world in terms of the progress that they make and the profit that they earn. This illuminates the idea that due to the pandemic, in case of retail companies, the shopping patterns of customers have completely changed. The author of the paper has conducted a literature review and stated that the retail business structure has completely changed since the shopping patterns of people have evolved because of the pandemic. In order to accommodate this change and cater to the demands of their customer base during such trying times, businesses have had to evolve their mode of service and remain relevant in their industries. Businesses that have failed to do so have had completely no luck in functioning in their industries and eventually have had to shut down. This justifies the fact that the corona virus pandemic has not only made businesses change their mode of functioning but have also shut the doors on many businesses who have failed to keep up with the changing times. In addition to this, due to the pandemic many businesses have chosen to merge with others so that they can persevere through the hard times of the pandemic. This mainly suggests that many companies have chosen to merge with other companies so that they can keep on flourishing in their designated industry. In regards to businesses, the pandemic has also affected small town businesses drastically. This primarily justifies the fact that since the pandemic has created a certain dependency upon technology, it is extremely accessible for big companies to depend on technology and hence keep on functioning in their industries. However, according to Bartik et al (2020), in regards to small town businesses, this sudden change in the method and mode of functioning is not always accessible which is why several businesses around the world have had to shut their doors to their customer base. The methodology used by the authors in this paper was primary form of data analysis. This mainly suggests that the authors conducted a survey of 5800 and more small businesses in order to figure out that the lack of finances among small business owners evidently contributed to their doom.
It is also necessary to note that the corona virus pandemic has had a severe impact on the human resource management as well. This mainly suggests that the way each company conducts its human resource management has also evolved due to the pandemic. For instance, the human resource management of a company not only manages its workforce but also creates activities that help engage the workforce of the company. According to Kumar (2021), the human resource department of companies have not only focused on retaining their work force but have also come up with several strategies to keep them engaged such as training and personal skill development. This helps in not only engaging the work force but also enabling them to develop their skill set. The author conducted a thorough literature review of published works by other authors in order to come to this conclusion.
However, this is only possible when the workforce of the company attends office. This mainly brings to light the fact that due to the corona virus pandemic in order to adhere to the lockdown restrictions set by the government of every country all around the world, the workforce of the companies in a global sense have not been able to come to office. This has made the human resource management process slightly difficult. In addition to this, the human resource management process has also had to evolve in terms of evaluating the performance of every employee. This is because the human resource department of every company has a fixed way of evaluating the performance of their workforce. However, since the employees have been unable to come to work, the human resource departments have had to develop a new way of evaluating their performances. According to Nitika and Arora (2020), companies all around the world have had to focus on the way they use technology and have had to depend on it so that they can continue to conduct their business and function lucratively in their designated industry. Therefore, it can be said that due to the corona virus pandemic, the companies all around the world have had to come up with new ways of functioning so that they can remain relevant in their designated industry. The authors conducted a literature review in order to come up with the conclusion that human resource department of companies have had to implement technological assessments so that they can evaluate the performance of their employees. In addition to this, it can also be said that due to the corona virus pandemic that has completely overtaken the globe, the human resource department of companies have had to come up with new ways to manage their workforce so that the employees remain engaged and attached with the company and hence the company can succeed in retaining them and eventually flourishing in their designated purpose in their specific industries (Shahi and Neloy 2019).
This evidently brings forth the fact that the coronavirus pandemic has created a certain dependency on technology all around the world. This means that businesses all around the world have had to depend on technology in order to function during such trying times (Gigauri 2020). This brings to light the fact that many companies have had to take their business online which means that they have had to conduct their business on the Internet so that they can successfully continue to work during the pandemic. Similarly, the human resource management process of every company has also had to depend on technology in order to conduct its various activities. For instance, the most common form of technology that has been used during the pandemic is communication platforms such as Google meet, zoom, discord etc. These platforms have been used so as to connect with the workforce of the company. According to Kniffin et al (2021), companies have had to depend heavily upon these technological apps in order to communicate efficiently with one another. The authors of the paper referred to published literature by other authors in order to come to the conclusion that technology plays an integral role in communication during the pandemic. This is important since the pandemic has triggered a practise of remote working for every company. This mainly brings to light the fact that since the pandemic, countries all around the world have had to adhere to lockdown restrictions. This means that people all around the world have had to work remotely from the vicinity of their homes in order to stop the virus from spreading (Gómez et al 2020). In addition to this, another imminent trend within the human resource management of companies all around the world is the efforts that the company takes in order to retain their workforce. This mainly lays emphasis on the fact that due to the onset of the pandemic; the companies have had to work twice as hard in order to retain their employees. This is because many employees have left their jobs because of personal reasons while others have had to move onto different jobs for a higher pay grade during such trying times. This is why one of the most common trends within the human resource management has been the retention of employees. According to De-la-Calle-Durán, M.C. and Rodríguez-Sánchez (2021), companies along with their human resource departments have come up with various tactics so that they can retain their workforce. Some of these tactics include performance appraisals, incentives and training development programmes. This mainly suggests that the human resource department of every company around the world have had to come up with ways to retain their workforce. This means that the human resource management process has included the appraisal of performances along with incentivising short term targets. The authors of the paper conduct a literature review to come up with the fact that employee retention during the pandemic is extremely imperative for companies. This has enabled the workforce all around the world to not only be engaged with the company but also diligently work in order to achieve the incentives set by the company. Furthermore, it is imperative to note that in regards to skill training and development, the human resource department of the companies all around the world have come up with various ways to develop the personal skill set of employees. This has enabled employees to not only develop their own skill set but also become an asset in their chosen line of career. This has also contributed to companies successfully retaining their employees as they have the opportunity to train and develop their overall skill set.
Conclusion
Therefore, in conclusion, it can be said that the corona virus pandemic has had a drastic effect on the businesses as well as the human resource management process of companies all around the world. In regards to limitations, the main limitation of the papers assessed in this report is the lack of versatility in methodology. This mainly suggests that the papers would have been more critical had they also conducted primary methods of data analysis. The above paper discusses the concept of human resource management in an organisation. In addition to this, the above paper also sheds light upon the impact of corona virus pandemic on businesses and human resource management processes of companies all around the world. Finally, the paper also discusses the new trends in human resource management that have occurred as a result of the corona virus pandemic. It is also imperative to note that the pandemic has not only integrated a new way of functioning for companies but has also enabled them to continue to implement these tactics for future use. This mainly suggests that the companies can continue to implement a hybrid work culture since remote work has not been detrimental for the companies in terms of productivity. In addition to this, the companies can also enhance the communication practices introduced by the human resource department during the pandemic so that they can focus on virtual communication and conduct business easily from any place in the world.
References
Bartik, A.W., Bertrand, M., Cullen, Z., Glaeser, E.L., Luca, M. and Stanton, C., 2020. The impact of COVID-19 on small business outcomes and expectations. Proceedings of the national academy of sciences, 117(30), pp.17656-17666.
Caligiuri, P., De Cieri, H., Minbaeva, D., Verbeke, A. and Zimmermann, A., 2020. International HRM insights for navigating the COVID-19 pandemic: Implications for future research and practice. Journal of international business studies, 51(5), pp.697-713.
De-la-Calle-Durán, M.C. and Rodríguez-Sánchez, J.L., 2021. Employee engagement and wellbeing in times of COVID-19: a proposal of the 5Cs model. International Journal of Environmental Research and Public Health, 18(10), p.5470.
Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S. and Toscano, F., 2021. Work from home during the COVID-19 outbreak: The impact on employees’ remote work productivity, engagement, and stress. Journal of occupational and environmental medicine, 63(7), p.e426.
Gigauri, I., 2020. Organizational support to HRM in times of the COVID-19 pandemic crisis. European Journal of Marketing and Economics, 3(3), pp.36-48.
Gómez, S.M., Mendoza, O.E.O., Ramírez, J. and Olivas-Luján, M.R., 2020. Stress and myths related to the COVID-19 pandemic’s effects on remote work. Management Research: Journal of the Iberoamerican Academy of Management.
Khan, M.K., 2021. Importance of telecommunications in the times of COVID-19. Telecommunication Systems, 76(1), pp.1-2.
Kniffin, K.M., Narayanan, J., Anseel, F., Antonakis, J., Ashford, S.P., Bakker, A.B., Bamberger, P., Bapuji, H., Bhave, D.P., Choi, V.K. and Creary, S.J., 2021. COVID-19 and the workplace: Implications, issues, and insights for future research and action. American Psychologist, 76(1), p.63.
Kumar, S.V., 2021. A study on adept soft skill & knowledge accompanying hospitality employee retention behavior during covid-19 lockdown phase. Anais Brasileiros de Estudos Turísticos-ABET.
Nitika, N.K. and Arora, P., 2020. Performance appraisal in the era of new normal. Journal of Technology Management for Growing Economies, 11(1), pp.11-15.
Ozimek, A., 2020. The future of remote work. Available at SSRN 3638597.
Shahi, K. and Neloy, H., 2020. Global transition of HR practices in covid-19 pandemic situation: a systematic review through 5P’s model of HRM. Management and Human Resource Research Journal, 9(6), pp.50-57.
Susmitha, M.K., 2021. Impact of COVID 19 on E-Commerce. Journal of Interdisciplinary Cycle Research, 12(9), pp.1161-1165.
Tweedie, D., Wild, D., Rhodes, C. and Martinov?Bennie, N., 2019. How does performance management affect workers? Beyond human resource management and its critique. International Journal of Management Reviews, 21(1), pp.76-96.
Villegas, S., Lloyd, R.A., Tritt, A. and Vengrouskie, E.F., 2019. Human resources as ethical gatekeepers: Hiring ethics and employee selection. Journal of Leadership, Accountability and Ethics, 16(2), pp.80-88.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download