HR Managers Rethink Their Role

 

HR Managers Rethink Their Role

Organizations have been disturbed by the coronavirus pandemic, prompting human resource managers to reevaluate their roles in light of social distancing techniques and a new work environment that they may not have anticipated (Rathnayake & Udaya, 2020).

Figure 1:Social distance practices

Businesses have changed to a far-flung work model on a never-before-seen scale to combat the spread of the coronavirus. Face-to-face communication is being supplanted by e-mail and videoconferencing, forcing HR managers to execute challenging duties under difficult conditions (Achurch Consulting, 2021).

Figure 2:Remote work model

HR professionals are worried not just about their employees' health and well-being during the epidemic, but also about processing paperwork and providing comfort to the numerous laid-off or furloughed staff. HR managers strive to keep their people productive, motivated, engaged, and connected in the new normal, all of which are moving targets (Editorial Team, 2020).

 

Figure 3:New normal

 

Almost every company in the state and around the world now permits 90% of its employees to work from home. The companies swiftly adjusted their remote-work policies to provide employees with varied work hours and a level of freedom that they had never previously provided.

Employees, particularly the CEO, had to reconsider the company's health-care strategy. As a result, instead of focusing on quality duty of care, the companies engaged in more forward-thinking initiatives (iEduNote, 2022).

 

Figure 4:Approaches Of HRM

The groups made arrangements with doctors in the cities where the employees live to ensure that a doctor is available to provide care as soon as possible and to advocate for them if they become unwell and need to go to the hospital. COVID-19 testing and treatment costs are reimbursed to employees and their families. The business continuity plans have also been revised to include scenarios such as the potential absence of individuals with specific competences and skills.

This isn't like typical HR hiring situations, when we all know what the attrition rate or percentage will be based on past trends.

 

 

Remote Work as a Full-Time Job

 

Virtual labor was on the rise even before the coronavirus pushed remote work to its limits. Organizations want more of their onsite employees to continue working remotely after the pandemic has gone, according to surveys. HR issues will arise as a result of this move (Suen, et al., 2017).

Figure 5:v-HRM facilitators

After the coronavirus has passed, we'll see more people working remotely, which means that the abilities that were developed during this time may still be needed. Building relationships is one of the assets of all HR professionals, and I believe the problem is finding a method to continue to build those ties as the nature of labor and the HR function changes. Employees often engage into this type of job after companies instruct them on how to be productive while working from home. "That hasn't happened in this community."(empxtrack, 2021).

Figure 6:HR trends

 

References

Achurch Consulting, 2021. Achurch Consulting. [Online]
Available at: https://www.achurchconsulting.com/blog/6-remote-work-models-to-consider-for-your-organizations-future/
[Accessed March 2020].

Consulting, Achurch, 2021. Achurch Consulting. [Online]
[Accessed March 2022].

Editorial Team, 2020. HR Exchange. [Online]
Available at: https://www.hrexchangenetwork.com/employee-engagement/articles/employee-experience-the-hr-guide-to-meeting-worker-expectations-in-the-new-normal
[Accessed March 2022].

empxtrack, 2021. empxtrack. [Online]
Available at: https://empxtrack.com/blog/hr-trends-2021/
[Accessed 17 March 2022].

iEduNote, 2022. iEduNote. [Online]
Available at: https://www.iedunote.com/approaches-of-human-resource-management
[Accessed 17 March 2022].

Rathnayake, Udaya, 2020. DailyFT. [Online]
Available at: https://www.ft.lk/columns/The-impact-ofCOVID-19-on-human-resource-management-and-the-way-forward/4-708803
[Accessed March 2022].

Suen, Hung Yue; Chang, Hsin Lu;, 2017. MDPI. [Online]
Available at: https://www.mdpi.com/2071-1050/9/12/2177/htm
[Accessed 17 March 2022].