EMPLOYEE

ADJUSTMENT &
WELL BEING IN THE
ERA OF COVID-19
Implications for Human Resource Management

Kelompok 4
Diva Tertia Almira
Fauzian Rizqi Pramanda
Muhammad Bagas Dewantoro
Muhammad Madaniy Fadlulhaq
Nisrina Miranda A.
Working Environment Challenge in COVID-19 Pandemic
Adaptation in
Recruitment & Training
Process
Company (or organisational in
general) must adapted and evolve to
virtual recruitment & training process.
Adaptation in
Workforce
Socialisation
Due to COVID-19 pandemic situation,
physical interactions and socialisation
are very limited. Although many
organisations are adapted virtual
socialisation opportunities to keep
social connections balanced, but
some people still feel unsatisfied.
Potential of Conflicts Employee Adaptation
between Work and to WFH/Remote
Family Lifes Working Culture
Remote-work transition may blurred Employee must can be adapted to
work and family roles, thus making it remote-working or "work from home"
more difficult than ever to maintain culture because of physical
adequate work-family role boundaries distancing. But although some
so potential conflict between work- employee already adapted remote-
lifes and family-lifes may arise. working culture, their still faced
challenges because of boredom and
they unable to find alternative
Person-Environment workspaces.
Fit
Person and environment tends to be
misfit, because of altered work
environment due to COVID-19
pandemic such as limited physical
interactions. That potential misfits can
Source:
lead to disaster for employee well- Carnevale, J. B., & Hatak, I. (2020). Employee Adjustment and
being and productivity. Well-Being in the Era of COVID-19: Implications for Human
Resource Management. Journal of Business Research.
doi:10.1016/j.jbusres.2020.05.037
Human Resource
Management during
Pandemic
Recruitment Compensation
Companies should utilize Economic crisis directly hit
technology to facilitate remote Company's revenue thus some
recruitment Process adjustment need to be made.
On top of it, performance
assessment also need to be
reviewed to adapt the changing
working environment during
Development covid
Companies can’t afford to put
capability building on hold. To
continue developing staff
through training they need to
use virtual live learning.
 Recruitment during Pandemic

End-to-End Remote Recruitment Virtual Job Fairs

Company can use innovative software Using an online communication
and website to create a seamless application, companies can host a series
remote recruitment process end-to-end of potential recruits and answer any
from online assessments, automated questions they may have about the
scheduling and video interviewing opportunity, just as they would in a typical
job fair

Virtual Interview
Since it's not possible to interview
candidates one-on-one, Companies can
utilize video-call technology to screen
candidates, by asking interview questions
as if it was an one-on-one interview
 Training & development
during Pandemic
Adapt in-person learning delivery
Enhance Digital Learning
Companies need to develop their face-to-
face training curriculum to virtual leanings
such as; virtual classrooms, webcast,
video-conference and file sharing.
Companies can also use third-party
training vendors.
For some trainings that have to be
done in person, company should
minimze covid risk by social
distancing, enhanced cleaning and
sanitization procedures, reduce
participan t& decentralizing
 Compensation & Performance
Review during Pandemic
Change Performance
Assessment to cater remote work
Due to the autonomous nature of remote
work, we need to adjust performance review
Reset targets and goals
Some parameters may have been
unachievable during the crisis
Evaluate executive
compensation during crisis
To ensure the remuneration of employees,
company may to reduce executive compensation
plans
Utilize tax exemption during
pandemic
Government offer tax exemption for some industry
in Indonesia
 What do employees need
at pandemic?

HRD Support Positive Reinforcement &

Appreciation of Work
They need to voice employees’ concerns about
During COVID-19, positive reinforcement and
work, suggest solutions to leaders, and make sure
appreciation of work is highly important. McGuinness
leaders listen to and provide psychological
(2020) interacted with business leaders across various
empowerment and supervisory support for their
industries.
employees at the time of crisis.

Supervisory Support Communication

Adopting appropriate strategies to handle a
crisis situation, will help organizations prepare
for and respond to COVID-19 situations and
minimize its adverse impact on stakeholders.
Employees needed more of:
(1) transparency about what they know and what they do not know,
(2) information about resources for emotional and mental health in
dealing with stress and anxiety, and
(3) a stronger acknowledgement of the difficulty of the situation

reff:
Dirani, K. M., Abadi, M., Alizadeh, A., Barhate, B., Garza, R. C., Gunasekara, N., ... & Majzun, Z. (2020). Leadership competencies and the essential role of human resource development
in times of crisis: a response to Covid-19 pandemic. Human Resource Development International, 23(4), 380-394.
 Companies Twitter & Sun Life is roll out virtual
summer camp for employee's family

addressed childcare The program is a free, virtual, eight-week program

designed with families in mind, offering a variety

during pandemic of live and on-demand classes and fun activities

to help families shape a schedule that works
across any time zone this summer

Microsoft & Pinterest offers paid

parental leave due to pandemic
Parents surveyed by the company shared their
frustrations, saying they needed help because
schools and childcare services were closed due
to the pandemic

Amazon subsidize tutoring and backup

childcare for all employees
With schools and child-care centers closed
across the world, parents say they’ve had no
outside child care during the coronavirus
pandemic thus company offer benefit to help
Source: https://hrexecutive.com/what-covid-means-to-compensation/
 Companies Salesforce
Employee Assistance Programs (EAP) —

addressed Employee Provides resources and immediate support for

a broad and complex body of issues affecting

Wellness during mental and emotional wellbeing

Partnership with Stanford Medical, program to
help employees and their families strengthen
pandemic their psychological and emotional health.
Live wellbeing webinars tricks, and wisdom with
their employees.
Zen Meditation App available to all employees

Grammarly
Extra days off across their offices
Offering sick days as mental health time
Fitness, yoga, nutrition class for stress
reduction and mental health
Virtual counseling sessions for stress and an
anxiety workshop by Magellan

Source: https://www.glassdoor.com/blog/companies-who-care-about-employee-wellness/
 Ten ways to support diversity, equity,
and inclusion in the workplace
Be aware of
unconscious bias
Leaders can start addressing
this by helping employees
understand how individuals are
impacted by unconscious bias,
and what actions continue to
reinforce biases.
Make it easy for your
people to participate
in employee resource
groups
I employee resource groups
(ERGs) as an opportunity to
grow and develop talent, and
help managers learn from
these groups in a safe space.
ERGs help build a culture of
connection and belonging.
Communicate the
importance of
managing bias
One way organizations can help
employees manage their own
bias is by leveraging
technology and training that
provides guidance on actions
for moving forward.
Mix up your teams
A diverse cross-section of
talent allows enhanced
perspective, which will spur
creativity on teams.
Source:
https://www.ceridian.com/blog/support-diversity-and-inclusion-in-the-workplace
Promote pay
equity
Managers must level out the
playing field and provide fair
opportunity for each employee.
Organizations can leverage
analytics to identify which
employees are underpaid for
similar roles or responsibilities.
Facilitate ongoing
feedback
HR leaders and managers can
encourage employees to use
engagement and check-in
tools to facilitate conversations
and transparently
communicate about how
they’re feeling.
Develop a
strategic training
program
Diversity training helps
employees understand how
cultural differences can impact
how people work and interact
at work.
Assess company
policies
Leaders first need to determine
whether policies enable or
perpetuate discrimination in the means organizations must set
workplace
Acknowledge
holidays of all
cultures
One way to build awareness of
diversity and foster greater
inclusivity is to be aware of and
acknowledge a variety of
upcoming religious and cultural
holidays.
Track progress over
extended periods of
time
A cultural shift takes time, which
benchmarks and track their
progress to assess how their
efforts are moving the needle.
 Diverse Talent at Risk Gender Bias & Racism Showup

Inclusion & McKinsey research has found that 39 Covid-19 has exacerbated anti-Asian racism.

Diversity
percent of all jobs held by black Many East Asians in Western countries experience
Americans—compared with 34 an increase in discrimination. Women also have
percent by white ones—are now dis proportionally carried the dual burden of

Challenges in threatened by reductions in hours or

pay, temporary furloughs, or
working from home while caring for and
educating children during school closures.

COVID-19 Era permanent layoffs.

Eroding Inclusion Inequality of Access

"Inclusion and Diversity are at
Sending staff home to work, in a bid to Not all employees have equal access to good
risk in the crisis" - McKinsey stem the spread of COVID-19, risks technology infratructure, and it may could lead to
reinforcing existing exclusive behavior break an employee’s productivity and connection
and biases and undermining inclusive to others.
workplace cultures. McKinsey research DIsabled employee and employee with lack of
analyzing the lessons of remote technology infrastructure, when a meeting is held
working in China found that teams or virtually, there is a possibility that they may not
whole business units working remotely absorb the discussion topic properly due to
can quickly become confused and several reasons, such as stuttered voices due to
lose clarity. bad internet connection or unavailability of closed
captions making it difficult for hearing-impaired
employees.
Source:
Dolan, K., Hunt, V., Prince. S., and Sancier-Sultan, S. (2020). Diversity still matters. McKinsey Quarterly Article. McKinsey & Company
Shephard, N. (2020). Covid-19: Diversity & Inclusion Are Vital to Business Recovery. brand-experts.com/brand-best-practice/diversity-inclusion-covid-19-recovery/