LSST Human Resource Practices Report: COVID-19 Impact Analysis

This report provides a comprehensive analysis of the human resource practices at the London School of Science & Technology (LSST), focusing on the changes implemented due to the COVID-19 pandemic and the introduction of new professional courses. The report examines the evolution of student and staff recruitment processes, highlighting the shift to online methods such as online tests, group discussions, and interviews. It also explores the changes in training and development practices, emphasizing the importance of digital skills and online teaching methods. Furthermore, the report discusses the methods adopted by the HR department to attract talented individuals, including organizing competitions, offering perks, providing broader job vacancies, and ensuring flexibility. The report concludes by identifying the key skills and knowledge that LSST's HR department seeks in individuals, such as digital expertise and accountancy knowledge, to meet the demands of the evolving educational landscape. The report emphasizes the strategies employed by LSST to maintain its competitive advantage by offering a conducive work environment. The analysis provides insights into how LSST adapts its human resource management to navigate the challenges and opportunities presented by the changing educational environment.

Consulting in Practice

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Is there any changes regarding the way Human Resource is recruiting the students?............3
2. Is there any changes about the way Human Resource is working?........................................4
3. What kind of methods are adopted by Human Resource to attract talented individuals into
Higher Education with the right skills and knowledge?.............................................................5
4. What kind of knowledge and skill Human Resource requires in individuals?.......................7
5. What kind of environment Human Resource is providing that competitors do not offer to
achieve relative competitive advantage over competition?.........................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource department is an important and significant units of an organisation or a
professional body. The human resource department holds several responsibilities and tasks to be
performed on behalf of their employer and working body who's effective administration is in
hands of the team (Donaghy and et. al., 2019). The human resource teams make use of several
techniques, ideas, methods, planning process and strategical tools for developing and strongly
implementing plans for success and growth. The present project is on London School of Science
& Technology (LSST) which was established long ago and managed privately. The college has
four campuses in which around 4000 students are currently studying. The present report will be
covering the aspects, practices and methods used by Human Resource of London School of
Science & Technology (LSST) while considering the present situation of COVID-19.
MAIN BODY
1. Is there any changes regarding the way Human Resource is recruiting the students?
The human resource department and management team of London School of Science &
Technology (LSST) is conducting several activities and mainly assigned the job of keeping the
best academic teachers and professors with in the organisation and administration. In the same
manner the Human Resource team is responsible for recruiting the students as well within the
academic body.
London School of Science & Technology (LSST) is a unique form of Higher education
body where the students fee are mostly funded by public purse and also via student loan
companies. Thus, this clarified that the student recruiting processes of London School of Science
& Technology (LSST) is rigorous and very critical. The Human Resource Team of the college
make use of best practices to recruit students and enrolling them into courses and professionals
qualification programmes.
London School of Science & Technology (LSST) have recently decided to introduce
more professional courses as per with the aim of improving and inducing their product portfolio
that is course numbers. Hence, in next academic year the college is planning to add professional
specialist qualifications that are relevant in the accounting
and financial management sector with particular focus on qualifications

aiming at ACCA (Association of Chartered Certified Accountants) or CIMA. This has brought
increased uncertainties and vigour in making changes in the Human Resource recruiting policies
that is admissions of students within the professional courses newly introduced and also due to
COVID-19.
The first change which took place was of conducting academic tests, that is related to first
screening process of identifying appropriate candidates for the course and specifically finding
out the one who are most suitable for the learning and study funding criteria. The Human
Resource started the first screening test that is written exam for entering the college to online
means that is test is new conducted online with MCQ (Multiple Choice Questions) and results
are released in an hour.
The second screening stage that is of Group Discussion was moved online as well where
the candidates who cleared the written tests will now be in a conference call and conduct a group
discussion. Lastly, the third stage that is Interview will also be conducted online of each selected
applicant. For making these changes possible the Human Resource used internet and a special
platform for the new applicant to apply for their preferred courses, add all the information asked
and enrol themselves for admissions (Rubin and et. al., 2020).
These changes are taken and performed because of the current situation of COVID-19
and for balancing the key concern that is to maintain social distancing and reducing the crowd
for keeping people that is others and themselves safe from the virus and spreading it. The Human
Resource of London School of Science & Technology (LSST) introduced the changes with
keeping the focus on addition of new professional courses that are ACCA and CIMA.
2. Is there any changes about the way Human Resource is working?
The human resource management make the administration of the firm or the body for
which it is working and operating by conducting number of practices in order to keep up with the
requirement of professionals and manpower fulfilled in the respective professional structure. The
human resource department of London School of Science & Technology (LSST) also work for
keeping up with the needs of professors and academic qualification individuals who have
appropriate skills and knowledge to make students learn and develop.
The major aim or key duty of the human resource team of London School of Science &
Technology (LSST) is to bring in new employees when needed. In present situation of COVID-
19 and introduction of new course work for the next academic session the duties and

responsibilities for Human Resource have increased enormously. The first addition made in their
agenda sheet is of building a new platform for applicants and feed all the related information in it
for applicants to seek while making their decisions and filling up the admission forms.
The next agenda which entered the role segment of the organisation is of recruiting new
staff and specialist professionals within the educational institutional structure. The change
introduced while making recruitment and selection of new staff members is of changed work
criteria. Now Human Resource have to take up their recruiting session online for the same reason
of keeping up with social distancing norms. The recruiting process have made more rigorous by
imposing more influence on bringing and selecting those professional with specific knowledge
and comfort with technology and digital tolls. The reason behind is the current academic
practices being used for rendering knowledge and learning to students (Minodier and et. al.,
2019).
Internet is a key source in today's situation which have supported varied groups,
industries and workplaces. The academic industry is entirely running on internet, thus the major
skills which are being explored in professional for the specialist courses which makes them
employable in present time is technological skills and digital tools knowledge. The Human
Resource team have made another very significant change in their training and development
practices.
Earlier, the college was using the on the job and off the job training practices by engaging
professors and lecturers in workshops and training session while working in work hours or after
work hours. These training were provided through physical means for greater understanding and
skill development. Now the change which took place was of training and development
programmes focus changes on developing short term skill in digital tools context. Now the
existing professionals that are professors are employed in training session which are conducted
online for making them aware about distant leaning and training them to teach students through
internet and digital means (Stroh, 2019). This is another change and evolution took place in
Human Resource practices and ways of working of London School of Science & Technology
(LSST).

3. What kind of methods are adopted by Human Resource to attract talented individuals into
Higher Education with the right skills and knowledge?
As made a discussion and evaluation of number of practices and roles played by Human
Resource teams and management for bringing in skilled employees and develop a strong
workforce which supports the firm, its expertise requirements and most importantly the fulfil the
current and future needs. The Human resource of London School of Science & Technology
(LSST) do have certain recruitments to do for which they need to use certain practices in order to
hire the best staff and retain them for the longer period possible. Few practices that are suitable
and can be adopted by Human resource of the college for increasing academic staff and skilled
professional are as follows:
 Organize competition- As per current situation digital media is a main source which is
keeping people close and in touch with each other. COVID-19 have blocked everyone in
their homes in such period a key practice which can be adopted by HR of the college for
maintain their efficiency and attracting talent is by organizing online programmes for
talent hunting and procuring efficient employees. Through this they will be receiving
greater accessibility to larger talent groups (Simmons, 2020).
 Add perks- Today's situation of academic industry is complex people have to make
sever changes and adjustments in case of taking classes online from their homes and in
an new environment which is not appropriate for work. Thus, in such cases the practice
which can be adopted by Human Resource of London School of Science & Technology
(LSST) is adding and increasing perks in work packages of individuals. These perks will
enable the team in attracting higher talented candidates for the job with current and
updated skills that are required in the industry.
 A broader job vacancy- The next major practice the Human resource should keep their
focus on is on proving broader job vacancies. Job seekers that are potential candidates
looking for a job needs clarity and specifications while searching a secured career
uplifting opportunity. Thus, one key practice which should be adopted by human
resource team of London School of Science & Technology (LSST) is increasing clarity
in their advertisements and promotions made for rendering information to attract talented
units and individuals with appropriate learnings and skills required for fulfilling key
objectives.

 Be flexible- The last practice which is suggested and useful for the Human resource
team to attract the best suited talent within the firm is induced flexibility should be part
of operations (Sokol and Norton, 2020). Presently, as people are working from home
and will be continuing to do so the proper talented staff look for more and more options
that are offering them enough flexibility in work so that it does not affect their personal
life and their work life balance is maintained. Hence, the human resource of London
School of Science & Technology (LSST) have to make sure that flexibility is provided to
people by keeping balance in work conditions and the employee do not feel the
monotony to work all the day (Münstedt and et. al., 2019).
4. What kind of knowledge and skill Human Resource requires in individuals?
The skills and knowledge of an individual are the key that make them employable and
suitable for the job and respective organisation. The human resource of every company have
different requirements for keeping up with the skills and requirements that company needs. In an
academic industry body the requirements change and diversify according to the courses which
are being offered and being flourishing in the market. Thus, the skills and knowledge that human
resource team of London School of Science & Technology (LSST) are seeking are as follows:
 Digital expertise- Presently, digital skills are on the peek as the whole world is working
and operating digitally. Most industries are functioning with technology and digital skills.
Thus, the first key skill for which the human resource management of London School of
Science & Technology (LSST) will be looking for is digital skills in the candidates
applying for the job and seeking to work with the college.
 Accountancy knowledge- The college is introducing a new course that is ACCA
(Association of Chartered Certified Accountants) which is a specialist accountancy
professional course (Power, 2020). The college is introducing the course form next
academic year and it requires professionals before any other resource to conduct the
course effectually. Thus, the human resource team will be looking for introducing and
bringing in accountancy professional who have thorough knowledge of the course and
also of the associated learnings which will be further passed to students enrolled in the
programme.
 Finance Professional skills- While introducing the course further requirements for the
skilled labours was identified. One of the skills and knowledge which is searched by the

team of human resource for effective running and flourishing of the course and making it
a success finance professional with concentrated knowledge of financial world and
environment (Ferguson, 2019). The professional course of ACCA (Association of
Chartered Certified Accountants) is revolves around finance, auditing and numbers thus,
the key knowledge and learnings required is of finance and practical implementation of
the knowledge.
5. What kind of environment Human Resource is providing that competitors do not offer to
achieve relative competitive advantage over competition?
Company's environment refers to work culture and conditions that is build and developed
over time in the firm by taking up regular practices which are established according to the
objectives set and functions (Collins and Butler, 2020). The cultural factor adds value to goals
achievement and success of a business with effectual establishment of a strong and healthy work
environment for individuals working within the firm. London School of Science & Technology
(LSST) is an academic institute which is operates in academic industry with more than 4000
students at present.
The work culture is determined by the values and professionalism followed and evolved
within the firm. The London School of Science & Technology (LSST) is a college with values
like Transparency, Accountability, Integrity and Excellence. These value offers the academic
body a competitive edge and power within the industry with a reputation of a strong professional
body. From research and business industry analysis it is clearly stated that competition within the
environment is increasing as same alike institutions are being entering and opening in the market
(Biech, 2019).
This factor induces competition and aggressiveness of the work environment and external
factors who are present in the work surrounding of the business. The London School of Science
& Technology (LSST) college is surrounded by a competitive work environment as in past
decades number of competitors entered the market. But the key resources or values that is
transparency with employees, integrity which means that the institution keeps up with their
promises, accountability refers to prominent power distribution is done to all according to their
skills. These are some of the primal elements which keeps people that is workforce attracted and
retained within the work place that is the college for the longest period possible. This is because
through these practices new opportunities and better job satisfaction is rendered to professionals

which makes the firm more and more competitive and enable them to maintain their
competitiveness (Gabbianelli and Pencarelli, 2020).
CONCLUSION
The above report concludes the efficiency, productivity and effectiveness brought by
Human resource management team and their respective practices to organisations and
professional bodes. The repost conducts a thorough evaluation of changes took place in Human
resource practices and activities while taking into consideration of COVID-19 situation in
context of a academic organisation. The human resource team have made number of changes like
induced training and development practices that are focused on digital media and increasing
technological skills of existing and newly hired professionals for new courses. Moreover, skill
requirements of new employees are critically analysed and evaluated by the Human resource
team to make changes in the operations effectively making people to adopt according to the new
circumstances.

REFERENCES
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