The Profound Impact of COVID-19 on Human Resource Management

This report presents a comprehensive analysis of the impact of COVID-19 on human resource management (HRM). It begins with an introduction that outlines the background of the topic and its significance in the context of global working aspects. The report further delves into primary research, employing both quantitative and qualitative methods. The quantitative section includes an analysis of employee questionnaires, while the qualitative section presents findings from interviews. The analysis covers key areas such as the impact of COVID-19 on work, the provision of company facilities during lockdown, HRM activities to maintain employee motivation, and financial benefits provided by HRM. The report also includes recommendations and a conclusion, summarizing the key findings and implications for HRM practices. The report emphasizes the need for new strategies, digital engagement, and policies to ensure employee motivation, productivity, and financial stability. The research highlights the importance of adapting to remote work environments, providing adequate support, and fostering positive employee engagement through various activities and policies.

Impact of Covid 19 on human
resource management

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
Background of topic- Impact of Covid 19 on human resource management..............................3
PRIMARY RESEARCH.................................................................................................................4
Quantitative method.....................................................................................................................4
Qualitative method.......................................................................................................................8
Interview 1...................................................................................................................................8
Interview 2...................................................................................................................................8
Interview 3...................................................................................................................................9
Recommendations......................................................................................................................10
CONSLUSION..............................................................................................................................10
REFRENCES.................................................................................................................................12
APPENDIX....................................................................................................................................13
Questionnaire.............................................................................................................................13

INTRODUCTION
Covid-19 has been analyzed to have strong impact on human resource management
within global working aspects where it has come as one of the widely essential aspect shaping
industry parameters with wide scale changes rapidly. The report will be presenting in detail
varied working aspects towards implications of Covid-19 on hrm, for bringing on functional
scale goals informatively which has also resulted in change among overall efficacy goals. The
study within research will be further conducting primary research, where quantitative and
qualitative results will be analyzed in form of questioners and interviews. Primary data analysis
will potentially form accurate data formed as per best competitive business aspects, evolving
among keen scenarios widely among recent arenas.
Background of topic- Impact of Covid 19 on human resource management
With Covid-19 implications on HRM, there has been varied scale changes coming within
functional growth scenarios among keen new advanced productive paradigms, where employees
among companies are working from home. Further it can be also analysed, that crucially work
from home, where there is key remote working among employees within management has to be
channelized within varied scale aspects dynamically. This further also keenly evolves focus
towards new productive engagement goals used by companies, to keep workforce motivated and
also retained for longer periods. It can be analysed that human resource management
professionals among companies have work, to specifically bring on new rules, new models and
strategies to bring on fluency among management channels. There should not be any disruption

among employees working jobs, professional standards and key connective paradigms towards
new rising parameters while working from home. Also HR professionals and mangers have role
to keep accountability and performance of employees at check while working from home, where
the recent working scenarios should not disrupt new established quality standards (Opatha,
2020).
PRIMARY RESEARCH
The primary research is being conducted through questionnaire format from employees of
companies which are able to complete effectively. For this research, 10 respondents are being
randomly selected from company to conduct the reach and take there responses.
Quantitative method
1. Had your work is impacted due to Covid-19 in company?
Interpretation: The above diagram stated that, major of employees are impacted
from Covid-19 which are ultimately affect the Humanresource management of company.
There are 7 people who are said that there worked is hampered with the

lockdown.Whereas, there are only 1 employee who might not affected much from covid-
19 and there only 2 people which somewhat affected from the pandemic and find difficult
to work.This shows that HRM is also failed to provide the facilities that need to be
necessary for employees. It shows that employees are highly affected from pandemic and
affect the productivity and efficiency of working in company. It is a tough task to HR
management to make employee motivated and increase the efficiency of working. This
only can be done through employee training and development programs conducted online
and connecting with employee to boost their motivation level.
2. Is company is providing enough facilities related to work to each employees during
Lockdown?
Interpretation: The diagram shows that, 5 employees are stated that companies are providing
laptops and CPU to employee at time of Work from home. This show that company is initiating
to provide with all facilities to employees to completetheir work from homeThesoftware’s and
networking are being used by company that help employee to work in company.Further, 3
employees are being mention that that they are not provided with this equipment. This may be
the reason of their position or working nature in company. This may be due to norequirement of
technical equipment like worker which are working on site of companies.While only 2
employees said that they are provided with other things other than CPU’s and laptops. This

shows that HRM is working with employee to get better facilities to work with and maintain the
company operation with time to time. The major of employee which are getting facilities are
mainly from technical staff which are necessary to work with company CPU’s and other
technical equipment.
As per during working from home employees and management communication should be
accurate on digital platforms, to keep up the varied quality standards and also connectively
maintain performance benchmarks at check. For this HR professionals must hold virtual
conference meetings, project leaders at company must also keep projects and assignments be
regulated to employees at specific time. This brings on wider scale rise on best company HR
goals within longer run, also technically bring on best competitive efficacy among business
operations.
3. Does HRM create some activities for employee to remain motivated during the
lockdown and to remain positive towards work during this situation?
Interpretation: The graph show above shows that employees engagement if companies are
increase by HR Department in company. The communication through various online activities
thathelp to remain positive towards the work and motivate them to achieve the target of
company. It majorly help company to remain the productivity of employee effective and

maximum output can be resulted. Here, 5 respondent shows that, HR is working for employee
and engage with each other. While there are 4 respondent who mention that, there manager is
being motivating them for work and less interaction between employee and HR department id
occurring in company. Whereas, only 1 respondent had disagreed with all statement that
manager and HR department is not being involved with employee to motivate them and to
communicate with each other through online. This overall shows that some employees are
happy with the involvement and facilities that are provided by HR department to employee while
some are employee response shows that HR department fail to provide motivation and
connection with employees. This will affect the productivity of employee as no proper training
and motivating activities are being initiated by HR department.
As noted by Opatha (2020), morale increase factor and functional creative engagement of
employees functionally plays strong role, where HR professionals should further focus on
establishing best digital group sessions and also engagement must be increased. Engagement
creates motivation and also profound working growth innovatively to keep up best quest active
for wider scale new synergies determined for longer run. This further also calls up to bring on
technical growth, also to potentially create engagement aspects innovatively within business
connectivity targets which further links to business strengths rise.
4. Is HRM department aid with some financial benefits during the Covid-19 affected
to you?

Interpretation: The covid-19 had majorly affected the financial status of people as this bring
large impact on country and business are also highly affected.The graphs shows that financial aid
is being provided to employee at a time of needed. There ae 70% people which said that
company is providing with financial aid to employee at a time of infected by providing expenses
and unpaid leaves. This motivate employee towards company and shows that HRM management
that are working with ethically and responsible. It means that employees are supported by HR
department and company during the pandemic and support employees to work with full
efficiency by motivating them through financially and mentally. While 20% of employees are
stated that no financial aid id being provided to them and to employee which may affect the
HRM working and operation. This may be due to unawareness about the benefits that they are
providing to employee by HR department. And rest 10 % of employees believe that only Top
ranker employees are getting this benefits from HR department.
However, this may affect the HRM management from covid-19 that impact on employees
and working of company these need to be more effective and more productive that motivate
employee to work with company. These responses shows that HR department are somewhat
involved but not involved highly with employees which may affect the motivation and
satisfaction level.
As per Mala (2020), financial benefits have strong impact on employee morale and
motivation factor, where extrinsic factors of motivation should be given, at regulatory business
frameworks for overall technical expansion. This further also evolves focus on keeping up focus
on performance appraisals, evolve towards untapped employee motivation to keep up thresholds
and also attain best quality growth in services within longer strategic run. Managers and leaders
must bring on financial motivations for employees, for bringing on technical growth in overall
productivity parameters.
Interview
 Are you satisfied with HRM policies that are created by management during covid-19?
 Is HRM policies are well effective to work within the new policies?
 Are company is providing online training session to employee if needed?

Qualitative method
Interview 1
Interviewee: The satisfaction level is considered as satisfied to employee which can be seen
through employee behavior towards company and policies of working are quite good enough that
motivate employee to work with employer and achieve the target goal. The new policies are
being well created for employees that increase the productivity level and mentally stable during
work. The HRM policies are highly effective in management and for employee as it is created
under the view of mentally and physical satisfaction to employees. This policies will help
employee to remain safe and secure and operate effectively from their home. The company is
also providing online training session and physiological session that help employee to motivate
employee towards work and become habitual to adopt the change. It help to maintain the flow pf
operation with high productivity of employee and company.
As per the views of Gigauri (2020), HR management policies and structural programs on
digital working paradigms further bring on engagement and rise towards motivations, for
bringing on wider scale functional growth rapidly. HR policies as analyzed by employee
interview interaction, explains the motivation and satisfaction factors are focused on by HR
professionals among company business goals for gaining new rise potentially. The varied scale
digital programs, virtual training sessions and meetings motivate employees to keep up
engagement levels within company positively for longer time periods.
Przytuła, S., Strzelec, G. and Krysińska-Kościańska, K., 2020
Interview 2
The level of satisfaction seem to be as highly satisfied as most of employees are happier
to work from home where they are working flexible hour according to their time. The weekends
are off for employee to remain relax and motivated towards company that increase the working
performance of employee. The policies are according to employee needs and expectation from
company. It also help HR department to maintain the work flow and employee turnover rate are
reduces by HR management. This overall help company to maintain the operation level of
company. The employees are seems this policies are well effective as they need to work only on

weekdays and weekend is of that make mental piece to employees from work.The work load
during working day may be more pressure but can be balanced with flexible working and
weekend off for work.
Yes employees are providing high quality training from HR management side and managers are
also involved. This makes employee more productive as employees are trained to use technical
software’s and application which increase the knowledge and skills towards technology.
As per the Fraij (2021), this further also evolves focus towards keen advanced
productivity rise, higher strategic training and digital motivations at work towards keeping up
new advanced scale expertise. Furthermore, determinants connected to HR professionals are
strategically essential fr leveraging higher keen targets informatively and also to subscale new
performance rise innovatively. During covid-19, work from home practice has been bringing on
challenges within communication channels where companies are heading towards strategic
advancement and also to potentially create best engagements. This further also explains
potentialities to bring on new keen strength rise, functionally also motivate to strategically bring
paradigms connected towards diversity paradigms further professionally. HR policies planning
must be done to bring on wider scale rise on varied paradigms towards new connective business
targets, functionally which motivates best scale expertise crucially for wider goals creatively.
Interview 3
It seems like moderate level of satisfaction to employee from policies of working from
house. This affect the productivity level of employees and impact on daily working of employee.
The policies are not satisfied, as employee mentally not prepared for certain changes that affect
the working condition. employees are also not satisfied as Management are unable to provide
with certain demand that employees want and involve net of company is not high that demotivate
employee for work. policies like limited unpaid leaves, high working pressure, targets are
increase, regular meeting with team and board make high pressure on mind. It ultimatelyaffect
the employee health and culture of working becoming tougher in lockdown. The employees feels
moderate effective policies created by HR managements. This is due to high pressure of work,
frequently meeting without any break, no time to keep mind fresh and chill. The companies are
also not ready for new changes and technology that is used to get employee perform for
company.

No training session are not being provided to suppliers which affect the operation of
company. this make high efforts to put the method use for supply chain management it is also
one of the key factor for companies that are avoided by HR management to trained and recreate
the new process during lockdown. As noted by Caligiuri and et.al, (2020), work form conditions
comes with various challenges and varied scale functional rise towards bringing on competent
scale productive shift, where advanced best expertise and new segments must be worked on.
Companies initiations, and HR policies must be coordinated with best functional scale digital
expansion to work towards best scale competencies, for keeping up best expertise pertained
strategically.
This furthermore, also calls up programs and training sessions development towards best
new scale expertise, for leveraging wider goals informatively. There should be development of
various online group brainstorming sessions, new advanced scale expertise for keen connectivity
expertise within departments. This furthermore, also potentially develops best synergy
motivation for overall productivity rise and also to sub scale new advanced technical goals
towards diversity paradigms for strengthened corporate goals. HR professionals needs to
conduct digital training sessions, and best advanced scale expertise group meetings to keep
employees engaged and motivated remotely within business services. This will further also bring
on fundamental rise towards best synergies, determinants connected towards best scale rise
potentially for wider operational innovation.
Recommendations
There are varied strategies and operational aspects programs, which can be in built within
HR department among companies, for bringing on competent rise towards productivity
parameters which strengthens connective business functional goals worked on. Within business
environment, it further comes as challenging aspect where varied scale competent planning
needs to be further implemented towards wider long term goals.
 Companies in time of Covid-19, need to create best digital models and portal format for
systematic working standards among employees which will further keep engagement at
check and also empower best scale of motivation fundamentally. The online meetings
and virtual sessions, must be also kept at monitoring for bringing on new strength rise
evolved functionally within wider run. This also further evolves focus towards being

optimistic, keeping up new scale profound rise on engagement levels, which will
subscale best determinants and bring on synergies under shape. Digital brainstorming
sessions must be built up, for bringing best competent innovation and best scale
competent productive engagement which srrengthens corporate diversity goals (Collings,
McMackin and Wright, 2021).
 There should be proper maintenance of hygienic conditions at check within company
premises, when offices once reopen where company long term productive planning and
new scale functional growth investments must be focused on. This further also calls up
best technical usage of keen productivity rise, innovatively focus towards employees
health aspects for further strengthened goals within business standards. Covid-19
vaccination programs can be also established by HR professionals among company,
where this will further create best strategic rise on performance connectivity paradigms
functionally.
CONSLUSION
From the above analyzed aspects, it can be concluded that HR strategies and programs
within COVID-19 situation among companies plays strong role, for keeping employees
productively engaged widely. This further has been concluded in report where primary data
analysis has been done, in forms of interviews and questioners where company productivity and
practical strength evolved towards integrating digital programs has been shaped. This further
also has been concluded that employees and management must be using innovative digital
portals, platform for keeping up engagement levels active. The study also concluded further that
employees motivation, should be diversely strengthened for best creativity development which
will enable potentialities to rise informatively within longer strategic run.

REFRENCES
Books and Journals
Caligiuri, P., and et.al, 2020. International HRM insights for navigating the COVID-19
pandemic: Implications for future research and practice.
Collings, D.G., McMackin, J., and Wright, P.M., 2021. Strategic human resource management
and COVID‐19: Emerging challenges and research opportunities. Journal of
Management Studies.

Fraij, J., 2021. E-Hrm To Overcome Hrm Challenges In The Pandemic. SEA-Practical
Application of Science, (25), pp.41-49.
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.
Mala, W.A., 2020. How COVID-19 Changes the HRM Practices (Adapting One HR Strategy
May Not Fit to All). Available at SSRN 3736719.
Opatha, H. H. D. P . J., 2020. COVID-19 in Sri Lanka and Seven HRM Related
Recommendations against COVID-19. Asian Journal of Social Sciences and
Management Studies. 7(2). pp.152-157.
Przytuła, S., Strzelec, G. and Krysińska-Kościańska, K., 2020. Re-vision of Future Trends in
Human Resource Management (HRM) after COVID-19. Journal of Intercultural
Management. 12(4). pp.70-90
APPENDIX
Questionnaire
1. Had your work is impacted due to Covid-19 in company?
 Yes
 Not at all
 Somewhat

2. Is company is providing enough facilities related to work to each employees during
Lockdown?
 Yes company is providing laptops and CPU’s to employee
 No Company didn’t provide with any of things.
 Company provide other things other than laptop and CPU’s.
3. Does HRM create some activities for employee to remain motivated during the
lockdown and to remain positive towards work during this situation?
 Yes some online activities are being created by Human resource department.
 No activities is conducted from company side.
 Mangers are providing some activities that motivate and stay positive towards of
work.
4. Is HRM department aid with some financial benefits during the Covid-19 affected
to you?
 No, financial aid is being provided by HRM department of company.
 Yes, they provided financial aid up to a certain limit and other benefits like unpaid leave
are also provided by company to employee who are affected from Covid-19
 Only some employee which are of top ranks are provided with this benefits.
5. Any suggestion that need to be taken as priority by HR department of company.
.