HOW COVID-19 PANDEMIC EFFECT ON HUMAN RESOURSE MANAGEMENT

 

HOW COVID-19 PANDEMIC EFFECT ON HUMAN RESOURSE MANAGEMENT

Introduction
Global pandemics are really not common, but they are not unprecedented of. As a result, this is not the first time the workplace has been hit by a global epidemic. Work organizations have recently experienced global epidemics such as the spread of the HPAI A (H5N1)avian influenza virus in 1997, Severe Acute Respiratory Syndrome (SARS) in 2003 (Singapore and China based), H5N1 infections in 2004 (Vietnam and Thailand based), H1N1 in 2009, A(H7N9) virus in 2013 (China based), and Ebola virus in 2014-16 (West Africa based) (WHO, 2018; This type of epidemic threat has had a negative impact on Asian economies, service sectors, and human resource management (HRM), resulting in negative consequences for employment and employees' psycho-social lives (Lee & Warner, 2005a; 2005b; 2006).

COVID-19 is an unprecedented health crisis that has shook the entire world, causing great fear and uncertainty. It has had a significant impact on economies, societies, workers, and organizations. This crisis began in the Chinese city of Wuhan, which experienced an epidemic of severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) in December 2019, which has since expanded rapidly, prompting the World Health Organization to declare it a worldwide pandemic on March 11, 2020. (WHO, 2020b).

Given the fast transmission of the COVID-19 virus, these nations have adopted a number of non-pharmaceutical measures, such as social distance, to slow its spread. Lockdowns have been implemented; people have been quarantined; schools, universities, non-essential companies, and non-governmental organizations have been temporarily shut down; travel has been restricted; flights have been canceled; and mass public gatherings and social events have been prohibited (Brodeur, Gray, Islam, & Bhuiyan, Reference Brodeur, Gray, Islam and Bhuiyan, 2020;Gourinchas, Reference Gourinchas2020).

Ways of HRM Deal with COVID-19 pandemic

  • ·       Creating a caring culture - Lee and Warner (2005b), reporting on the consequences of the SARS epidemic in Chinese context, noted the hostile nature of certain HR decisions such as lay-offs, pay-cuts and changed leave systems, and how organizations handled them in a more positive approach.
  • ·  Cleaning and hygiene - organizations had been prompted to maintain a cleaner internal environment within the premises and paying special attention to the health and safety of their employees.
  • ·         Creativity - Work organizations and HR professionals are unprepared for global pandemics. However, when encountered, they cannot negate the obligations towards their employees and the business.
  • ·         Coordination and collaboration - Organizations have moved away from compensation-related decisions and toward the implementation of certain HR practices such as job design and task restructuring by coordinating through the entire workload and collaborating with the entire workforce.

 

Conclusion

When confronted with the COVID-19 pandemic, work organizations will be greatly aided and strengthened if they are familiar with HR practices. While recognizing the importance of specific HR functions and practices, HR managers in a pandemic environment would need to focus more on the generic practices of curtailing and compensation, communication, coordination and collaboration, creating a caring culture, cleaning and hygiene, and creativity.

References

 

Comments

  1. fahimmbaMay 7, 2022 at 7:17 PM

    Covid 19 pendamic brought many changes to many industries. Many HR policies changed and some are ammended accordingly.
    Good article.
    Well done

    ReplyDelete
  2. Chamila Thilakaratne (LMU, ESOFT MBA Batch #24)May 7, 2022 at 7:21 PM

    Thus, unexpected pandemics stimulate HR departments' creativity. This means that in a pandemic, the HR department must be creative in terms of work rescheduling, restructuring, responsibility sharing, teamwork, technology use, adopting new hygiene techniques, and introducing new working modes, among other things.Timely topic to discuss. Good article.

    ReplyDelete
  3. H.M.W.IRESHA MBA24May 8, 2022 at 8:45 AM

    This is a timely valuable topic & it directly increases the workload to HRD as well The appropriate human resource management strategies implementations would increase employees’ mental well-being, satisfaction, productivity, motivation, and health safety at the workplace. good luck!

    ReplyDelete

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