Implementation on OB & HR: Navigating Organizational Change Post-COVID

This report provides an in-depth analysis of the impact of the COVID-19 pandemic on organizational behavior (OB) and human resources (HR) processes. It explores the changes in organizational leadership, the importance of communication in a technologically driven era, and the strengths and weaknesses of recruitment processes post-COVID. The report highlights the challenges faced by organizations in maintaining employee engagement and adapting to remote work trends. It also discusses HR approaches to employee selection, including expanded data collection and the need for a contemporary attitude. The report uses Tesco as an example, and it concludes by emphasizing the lessons learned and the importance of adapting HR strategies to navigate the post-COVID landscape, ensuring organizational growth and employee well-being. Desklib offers this report along with a wealth of study resources like past papers and solved assignments to aid students in their academic endeavors.

Implementation on OB and
HR topics and processes

Table of Contents
INTRODUCTION...........................................................................................................................3
POST COVID EFFECT ON ORGANISATIONAL LEADERSHIP..............................................3
IMPORTANCE OF COMMUNICATION IN ORGANISATIONS AND THEIR EMPLOYEES
IN NEW ERA OF TECHNOLOGY POST COVID 19..................................................................4
STRENGTH AND WEAKNESSES OF RECRUITMENT PROCESSES POST COVID............5
HR APPROACHES TO SELECTION............................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour is regarded to be one of the important prospects where the social
concept of organisational identity as well as decision-making will pertain. The organisational
behaviour will also bring in certain processes like that of the hr processes which are necessary to
diversify the work culture and also reflect over the quality of work life (Biscotti and et.al, 2018).
These processes are involved in an organisation in order to make sure that a variable structure is
oriented with the right set of organisational embodiments that would eventually identify the
workforce and the set of activities that are incorporated upon. Entire report will deal with the
organisational behaviour as well as the hr processes that are included in the organisation and how
far these are being evaluated at all levels. The report also highlights the post covid situation in
organisational behaviour and hr processes that is being evaluated in every sector.
POST COVID EFFECT ON ORGANISATIONAL LEADERSHIP
The pandemic covid-19 has approached all the Nations around the globe. This has left over a lot
of factors by changing the entire orientation of the organisation as well as the work environment.
The entire prospect of the organisations has completely evolved into a dynamic approach where
this covid has disrupted every means in the organisational culture. In other words, an entirely
new page of development as well as an encroachment towards workforce is being attend. There
is no consistency in terms of dealing with the operations of the organisation and also identified
the ethical circumstances of the companies (Mousa and et.al, 2021). Based on this prospect the
leadership that is fortified in the organisation has been affected on a large basis where the
organisation has lost its employee Expectations and therefore it is said to be one of the biggest
impacts that has brought about a crisis towards every company. Covid-19 has left a challenge for
entire organisations in order to deal with the leadership roles and also to stand as ethically
effective. By establishing leadership after covid-19 is one of the biggest challenges for every
organisation where a clarity, empathy and authenticity is being brought forth with respect to the
post covid situation. The leadership post covid has turned out to be such a strong and ethical
framework that is usually brought forth with respect to factors like that of inspiration, trust and
also consistency that will have to be implanted in the midst of employees. Particularly there are
certain encouraging factors that the leaders will have to develop in order to make sure that the
employees are staying motivated towards the policies of work. Covid-19 has changed the entire
scenario of work culture where people are habit waited to get settled for things that come under

there on acknowledgement. The leaders in this regard will have to bring in a kind of entity that
would develop a prospect of urge in order to work for the organisation and can willingly come
forward in order to deal with the work atmosphere. The leaders will also have to invest over their
choices in order to train employees as well as the team in such a way that they would co-ordinate
with each other with all the platforms that are available for their coordination.
IMPORTANCE OF COMMUNICATION IN ORGANISATIONS AND
THEIR EMPLOYEES IN NEW ERA OF TECHNOLOGY POST COVID 19
Communication is one of the important criteria while moving ahead in terms of fundamental
work processes in the organisation and therefore this employment process event only faced a
lack of communication during covid-19 (Cross and Carbery, 2022). Most of the organisations
has announced log done and also give work from home facilities that brought about a distance
between people and they hardly communicate with each other. This increased distance almost
caused a lot of uncertainty with respect to the assessment of work and analysis of teamwork.
There is a sense of technological development only possible if and only if there is a proper
communication that is put forth with respect to organisational culture. Post covid-19 this is one
of the biggest challenge where the organisations as well as the industries will have to deal with.
They will have to first focus on building relations by offering a training as well as a prospective
that would enhance their livelihood and also bring about a proper communication between the
employees. This can also help the organisation in order to move ahead in the pace of
development that is necessary for them to attend a proper embodiment for the organisational
growth prospects. The existing labour process as well as the work of employment will have to be
mapped in such a way that all the implications will have to be understood and based on this
understanding of proper acknowledgement will have to be portrayed upon. Considering the
organisation Tesco in this regard is bringing about a training that is necessary for employees to
develop their prior understanding and issues that are oriented with workforce (Holbeche, 2018).
This understanding this in such a way that the assignments that are oriented in order to make sure
that the understanding of projects are successfully oriented. For this and online fashion has been
conducted for employees where they can easily communicate with each other and they can also
frame a part of their schedule towards building proper communication. Since covid-19 there has
been an inception that has caused a lot of failure for the organisational development and
organisations are moving ahead in a slow prospect. Many opportunities are lacking because of

the lack of communication and this will have to be exaggerated over the choices that the
organisations are intensively taking care about. For organisations like Tesco there will have to be
a surveillance as well as control in order to make sure that the organisational employees will not
have to forget about the means of communication which play a major role in customer
interaction. For this popular training processes that will occur online will have to be initiated and
such that employment relationship can be oriented. Nowadays technology has increased to the
brim of being the best and therefore this technological implications will have to follow in regard
to organisational work culture. Getting in the shoes of how the world is going on is one of the
important factor in which the organisation is usually excel. For this an online workplace will
have to be created such that the employment relationship will know where go in vain.
STRENGTH AND WEAKNESSES OF RECRUITMENT PROCESSES
POST COVID
There have been certain amount of implication that is brought forth with respect to covid-19 in
terms of organisational upliftment. The impact of covid-19 has been on the organisations in such
a way that the work as well as employment has been affected in terms of communication
(McMackin and Heffernan, 2021).
The recruitment process has completely changed with respect to court directions and there are
certain entities that are brought forth with respect to the competition and talent management. It is
one of the biggest challenge for human resources management in the organisation in order to
deal with the recruitment criteria post covid because the rules and regulations of the organisation
have completely changed. The strengths as well as weaknesses that are following in regard to
reconstructing the process of recruitment as follows:
Strength: the strength of the recruitment process is that people can get recruited online and can
work from anywhere for the bill. The work from home facility has initiated many opportunities
for the organisation where they can cut the resources to such an extent that they can utilise it to
the development prospect. For this the work from home facility has brought about various
initiation where people can work from their own areas and the organisational management cost
can be reduced in this regard. It has brought about a major face of development in the entire
organisational point of view and the working culture is also varied accordingly.
Weaknesses: there are a set of rules that a picture is in terms of utilising workforce for
implementing strategies and also moving ahead in terms of development. While dealing with the

employee is there are certain negotiations of how far they are being able to attentively deal with
the growth prospects of the organisation. People are more into comfort zones and these
recruitment processes will have to first think in a more precise manner in order to provide the
right set of ideologies that would help them to work from their own places. This is one of the
criteria where most of the organisations are dealing it as a weakness of not completing their work
within the stipulated deadlines and that is turning out to be a hectic scenario.
HR APPROACHES TO SELECTION
Increase in remote working trends: Human resource management in the organisation is set to be
one of the variable entities and it is also one of the biggest parts of the organisation. It will have
to gradually deal with the organisations upliftment right from managing employees to the onset
of financial implications. There is a lack of continuity that is foreseen between the human
resource management and the employees with respect to covid-19. Based on the challenges as
well as the opportunity is there are certain methods that will have to be implemented such that
people can identify their opportunities amidst of workplace. During this covid-19 most of the
employees got disconnected from the prospect of management and therefore it is one of the
biggest challenges for the human resources practitioner in order to make sure that they maintain
a contemporary attitude (Troth and Guest, 2020).
Expanded data collection: There has been a slowdown in the economic activities and therefore it
is the duty of human resources management in order to make sure that the economic point of
view is carefully analysed. The uncertainty that is presented over covid-19 is a strongly and
heavily impacting every sector and therefore it is the duty of human resources management in
order to derive the strategies that would implement new rules and guidelines which are carefully
analysed and will have to be taken care about. The potential with which human resource
management is operating in the organisation would eventually deal with the growth of the
company in the first covid situation that will help to regain its strength and move ahead.
CONCLUSION
The entire report concludes upon identifying the aspects of organisational behaviour and HR
processes that are into force covid situation of an organisation. Through this report one can easily
reflect over the experiences that are gained after covid in the effective organisational leadership
and many other prospects that argumentative. There are many lessons that are being taught post
covid and therefore these are picturised in this regard. The experiences that are gained as a part

of communication in the employees as well as the technological implementations is being
inculcated in this report. The post covid situation impacted recruitment process that also turned
out to be one of the strength and weaknesses for the organisations and that is being evaluated.
The report concludes upon identify the HR approaches towards selection with the post covid-19
effects.

REFERENCES
Books and journals
Biscotti and et.al, 2018. Do environmental management systems affect the knowledge
management process? The impact on the learning evolution and the relevance of
organisational context. Journal of Knowledge Management.
Cross and Carbery, 2022. Organisational Behaviour. Bloomsbury Publishing.
Holbeche, 2018. Organisational effectiveness and agility. Journal of Organizational
Effectiveness: People and Performance.
McMackin and Heffernan, 2021. Agile for HR: fine in practice, but will it work in theory?.
Human Resource Management Review. 31(4). p.100791.
Mousa and et.al, 2021. Advancing women in healthcare leadership: a systematic review and
meta-synthesis of multi-sector evidence on organisational interventions.
EClinicalMedicine. 39. p.101084.
Troth and Guest, 2020. The case for psychology in human resource management research.
Human Resource Management Journal. 30(1). pp.34-48.
Online
Organisational behaviour: [Online]. Available through: < What Is Organizational Behavior?
Model, Theories, Scope (geektonight.com) >
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