Post Covid19 Era and Future HR Strategies for Adapting to Change

This report evaluates the impact of information and communication technology on workforce management, existing policies in talent acquisition, learning and development, and change management process. It also discusses the role of leaders and provides recommendations for new initiatives in the post Covid19 era.

Post covid19 era and
Future HR strategies to
adapt change

Contents
INTRODUCTION...........................................................................................................................1
Using relevant theories and models, critically evaluate the role and impact of information and
communication technology on the management of workforces in organisations........................1
critically evaluate and discuss its existing policies in the context talent acquisition, learning
and development and change management process.....................................................................2
Drawing on contemporary schools of leadership, discuss the role of leaders of your selected
organisation..................................................................................................................................3
Make relevant recommendations on new initiatives....................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
In just few years or months duration due to covid19 business has seen huge changes and
adapted to it. The way companies did their business changed frequently and adopted new ways
for technological methods to solve the problems. Most of the companies got used to
digitalization and used supply chain engagements in internal operations. The companies who did
not able to change got closed and became not able to function. The companies which had large
grasp in market like ASDA got their issues cleared by the help of technology. As one of the
supermarket giants from United kingdom which provides services like super stores, living stores
and gas stations (Brousselle, 2020). Due to the pandemic this company also shifted towards
technology and used delivery services through online websites. From this report the importance
of technology on global business company is discussed with the help of management theories
and models. Further leadership roles and relevant recommendation for the organisation are
discussed as result of pandemic in organisation.
MAIN BODY
TASK
Using relevant theories and models, critically evaluate the role and impact of information and
communication technology on the management of workforces in organisations.
Information and communication technology covers all the digitalization that is assisted
by individuals businesses and organisation in using their services (Yawson, 2020). Because of
information and technology business activities such as design, production, research, sales and
feedback. Workforce management due to digital technology had huge impact as changing the
way of how business manages workforce like taking notes of employees performance became
easy, regularization in employees attendees and assigning task became more efficient,
engagement of employee were done more quickly and reliable way etc. as per management
theories the impact of technology on the company based in United kingdom, ASDA stores which
is a supermarket company.
Scientific management theory:
In this theory it recommended to simplify the tasks to increase the productivity. The
strategy suggest that having principle like developing science for each part of work, and select
the employee, train and teach to develop the worker. As per the organisation ASDA while
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adapting towards the pandemic change and use of technology for the business it needed to hire
personnel and engage with them to get better result and provide services, the company gave
proper training and provided technology tools for the benefits of customer as well as employee
(Gigauri, 2020).
System management theory:
The system management theory suggest that planning should have an alternative
approach for the management of organisation or business. In this multiple parts of the work force
do their work parallelly to achieve one common goal (Nayal, 2021). In ASDA there were lot
strategies suggested while reacting to pandemic and some were implemented and tested for the
result how the company will effected like online shopping, no contact order placements and
deliveries.
contingency management theory:
The contingency theory suggest that there is no single idea or plan to manage all
circumstances. As it refers there are different ways to react as per different circumstances. In this
theory the conditions of the work is identified and planning, organizing, leading is done
particularly (Zhong, and et.al 2021). As per ASDA, the company had different strategies to
cover with pandemic losses and coup up with the plans like organisation had prepared there
employees for remote working which did not stopped efficiency of the organisation, company
faced immediate secures of stores which resulted in immediate planning.
critically evaluate and discuss its existing policies in the context talent acquisition, learning and
development and change management process.
Talent acquisition:
Talent acquisition is the process of identifying and acquiring skilled employee as well as
workers to meet organisational needs and fulfilment of vision. The talent acquisition is function
by managers responsible by hiring, assessing, identifying right candidates for the position of the
company. Information and technology had help in talent acquisition as in ASDA during the
pandemic hiring did not stopped and the border boundaries were reduced by the help of
technology (Osafo, 2021). ASDA hired right personnel remotely for the organisation and
positions were filled with maintaining hiring standards.
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Learning and development:
learning and development is essential for the area of human resource. As when this is
provided right it can improve workplace culture, bridge skill gaps and increase employee
performance rates (Gómez, and et.al 2020). Learning and development is one the main
responsibilities of HR manager. While in ASDA during pandemic the HR managers needed to
give proper training to employees to build skills for handling technology. ASDA needed to
provide accurate training so that the organisation continue functioning properly. Training
includes broad range of people from colleagues to area managers.
change management process:
Change management process is a method in which company explain and implements
change in external and internal process of organisation. This involves making necessary steps for
change and monitoring the process for ensuring successful implementation (Ichsan, , 2020) . In
covid19 pandemic ASDA changed its functioning as the work to be shifted towards remote, the
inventory management and supplier was done with technology and managed through information
and communication technology.
Drawing on contemporary schools of leadership, discuss the role of leaders of your selected
organisation
A leaders role is having responsibilities to manage a situation with an team or an
organisation ethically and with effectively. A leaders have skills to influence and guide their
subordinates with sharing strategy. They are responsible for assigning task and building and
maintaining motivation (Hite, and McDonald, 2020). As per the organisation ASDA the
company have to shift towards large change after pandemic for not becoming an extinct
organisation. They shifted efficiently and managed with the help of leaders and help of
information and communication technology.
Role of leaders:
 The role of leaders in ASDA is to provide essential training and assignment to reach
organisation goals (Hamouche, 2021). Keeping up with the new initiatives trends and
technology options. The leaders in ASDA For information and communication
technology the data is to be managed by leader as divided into external and internal data.
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 There is a need of strong leader while facing these changes as an expert must be able to
lead the organisation and take initiation (Bennett, and McWhorter, 2021. Employee and
workers are just followers as in ASDA if initiation was not taken any leader the change
toward technological adoption could not have been possible.
 Many technology decisions that are to be made. These are ranged from security, data,
vendor selection. The leaders also negotiates in budget and expenditure as ASDA had to
face lot of shifting cost from traditional method of business to digitalization and proper
management is needed to guide the flow of expenses and cost which will company bear
in future.
 Motivating and showing direction to colleagues and team members are very essential for
a leader. They constantly need to motivate their team towards achieving their goals and
guide them them while they face problems. While doing change ASDA faced lot of
issues like employees leaving jobs, lack of knowledge in technical skills etc. the leaders
encouraged work force by appraising to be part of the company and supported them for
their work.
Make relevant recommendations on new initiatives
While focusing in the development of the organisation and constantly growing required
some new initiatives so that employee does not feel less motivated and losses do not effect the
company work environment (Vahdat, 2021). The company requires have strategic plans for
pandemic to support the staff as well individuals like:
 putting health and safety first for employees as unwell and unhealthy work force will
result in bad environment and lack of performance results in work (Park, Jeong, and
Chai, 2021).
 Reach out to people and organisation as developing and building a bridge between your
clients, partners, suppliers, investors and other stakeholders keep the relations well and
does not effect the company operations as they understand the situation give constant
support from behind (Buheji, and Buheji, 2020). Keeping engaged with and providing
constant support from both sides result in benefits.
 Always organisation must be ready to adapt, as cobid19 changed lives in many ways at a
scale never imagined (Ptel, 2020). As frequent changes companies must have funds for
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crisis. At per short term crisis cutting costs and spending less in marketing, new hires can
help in financial stability.
CONCLUSION
From the above report, it has been concluded that covid19 pandemic had huge impact in
the growing businesses. Some business faced problems and to counter them they adapted the
strategy of information and technology functions, with the help of digitalization in business the
management of services, workforce and giving quality of engagement became successful even in
pandemic. In this report theories are discussed which is related to impact caused by information
and communication technology, further talent acquisition, learning and development and change
management process is briefly explained and there benefits for the organisation in future. At last
of this report the leadership skills and role of the leaders were beneficial for the company while
adapting and keeping their motivation flowing with other importance is discussed with providing
recommendation on what an company can put for new initiatives and which future changes can
adapted.
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REFERENCES
Books and Journals:
Bennett, and McWhorter, 2021. Virtual HRD’s role in crisis and the post Covid-19 professional
lifeworld: Accelerating skills for digital transformation. Advances in Developing
Human Resources, 23(1), pp.5-25.
Brousselle, 2020. Beyond COVID‐19: Five commentaries on reimagining governance for future
crises and resilience. Canadian Public Administration, 63(3), pp.369-408.
Buheji, and Buheji, 2020. Planning competency in the new Normal–employability competency
in post-COVID-19 pandemic. International Journal of Human Resource Studies, 10(2),
pp.237-251.
Gigauri, 2020. Challenges HR Managers Facing due to COVID-19 and Overcoming Strategies:
Perspectives from Georgia. Archives of Business Review–Vol, 8(11).
Gómez, and et.al 2020. Stress and myths related to the COVID-19 pandemic’s effects on remote
work. Management Research: Journal of the Iberoamerican Academy of Management.
Hamouche, 2021. Human resource management and the COVID-19 crisis: implications,
challenges, opportunities, and future organizational directions. Journal of Management
& Organization, 1, p.16.
Hite, and McDonald, 2020. Careers after COVID-19: Challenges and changes. Human
Resource Development International, 23(4), pp.427-437.
Ichsan, , 2020. Investigation Of Strategic Human Resource Management Practices In Business
After Covid-19 Disruption. PalArch's Journal of Archaeology of
Egypt/Egyptology, 17(7), pp.13098-13110.
Nayal, 2021. Covid‐19 pandemic and consumer‐employee‐organization wellbeing: A dynamic
capability theory approach. Journal of Consumer Affairs.
Osafo, 2021. Engaging Communities in Challenging Times: Lessons Learned from the Master
Gardener Program during the COVID-19 Pandemic. Advances in Developing Human
Resources, 23(1), pp.75-87.
Park, Jeong, and Chai, 2021. Remote e-workers’ psychological well-being and career
development in the era of COVID-19: challenges, success factors, and the roles of HRD
professionals. Advances in Developing Human Resources, 23(3), pp.222-236.
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Ptel, 2020. Social Posting in Covid-19 Recruiting Era-Milestone HR Strategy Augmenting
Social Media Recruitment. Dogo Rangsang Research Journal, 10(6), pp.82-89.
Vahdat, 2021. The role of IT-based technologies on the management of human resources in the
COVID-19 era. Kybernetes.
Yawson, 2020. Strategic flexibility analysis of HRD research and practice post COVID-19
pandemic. Human Resource Development International, 23(4), pp.406-417.
Zhong, and et.al 2021. Risk management: Exploring emerging Human Resource issues during
the COVID-19 pandemic. Journal of Risk and Financial Management, 14(5), p.228.
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