HRM and Performance Management in the Era of Remote Work

This report, addressed to an HR manager, explores the significant changes in performance management brought about by the rise of remote work, particularly in the context of the COVID-19 pandemic. It highlights challenges faced by companies like IBM and Infosys, emphasizing the need for new competencies such as crisis management and worker resilience. The report discusses the shift towards e-HRM, focusing on electronic communication, training, recruitment, and performance management. It references studies and reports that emphasize the importance of adapting HRM practices to support worker capabilities, innovation, and effective communication. The analysis underscores the benefits of work-from-home arrangements, including cost reduction and improved worker concentration, while stressing the need for HR managers to develop effective methods of team management and employee evaluation. The report concludes that EHRM is a key to the future of business.

MEMO
To: The HR manager
From: External advisor
CC:
Date: 08/08/222
Re: Performance Management of employees who work from
home
The changes in the pattern of work are noted across the different industries including
the IT industry. The development of the system of remote working has become a major
challenge for companies like IBM, Infosys and Hyperlink InfoSystem. Covid 19 had been a
major challenge for the leaders in the IT industry. The development of remote working
created significant pressure on the human resource manager as a result of covid 19. it is
difficult for them to manage the employee performance. The employee has been managed in
an entirely new way for improving their capability in the area of motivation, development of
skill and collecting their genuine feedback. I am to introduce how to work from home as a
result of The Covid 19 is going to shape the future of HRM in business.
The challenge that has changed the HRM in the industry
I found the managers facing a potential challenge as a result of the Covid 19 crisis. A
company like IBM has to switch the work to a home format. There is a new challenge for
competencies in crisis management, worker resilience and their level of innovation (IBM,
2022). The development of work from a home pattern in the pandemic era has significantly
influenced the system of communication in the software industry as the managers required
regular interaction with the employee and supported them in the grey area of indecision. I
found the major changes in the area of HRM functionality to support the worker in improving
their capabilities and potential for innovation and competitiveness. I found the human
resource practitioner to be changing their way of inspiring training, motivating and
developing their potential for innovation and core competencies. According to Fraij, (2021).
the work from home has Incorporated E-hrm for the management of workforce challenges at
the time of covid 19 pandemic. The human resource manager has to shift toward electronic

means of communication and management of the workforce in the area of training recruitment
performance management and compensation. The traditional method of human resource
management has largely been influenced by the work-from-home format at the time of the
pandemic. I also found the manager conscious about the next happenings that may occur
similarly.
Further improvement
The current pandemic has allowed the manager to introduce the work-from-home
pattern with the effective system of EHRM that has uniquely supported the development of
competency in crisis management workforce resiliency and innovation (Kosteas, Renna &
Scicchitano, 2022). I found it to be a potential transformation in the area of human resource
practices and it will improve the capability and efficiency of the human resource managers in
the software industry to effectively manage a similar crisis like covid 19. The introduction of
work-from-home systems of workforce management has been considered the future of
business by IBM (IBM, 2022). The human resource manager takes the cue from the existing
challenge to create a more capable workforce and system of managing the workforce with
better communication, effective recruitment and training.
The transformation in the human resource practices with ehrm will support effective
communication better evaluation process quality feedback and enhanced motivation to the
employee. The existing challenge of managing the worker working from home will allow the
human resource manager to develop a more effective method of team management and a
potential understanding of the vision (Fahrani, 2022). Work from home format of working has
supported the company's survival and continuity at the time of COVID 19 crisis but the
human resource managers found the process to be very useful in the cost reduction and
management of the worker without any further leasing (Aloisi & De Stefano, 2022). I found
the human resource manager to be more concerned with identifying the potential employees
with the EHRM and feedback system.
It can be said that the introduction of the new application and software for monitoring
the employee helps to overcome the low-performance issue in remote workers and it is to
shape a change in cost-effective workers management. It has been noted that working from
home is beneficial to organizational health as it reduces the worker's holidays and improves
their concentration on work. Human resource managers are responsible for improving their
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motivation and enhancing their skills. The managers are also responsible for managing the
workplace culture when the workers are working remotely.
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