Covid-19 is one of the unforeseen events in which the millennia have to offer, it brought total

disruption in the fast faced lives in which we lead today. With this disruption, operations of
most industries were put into halt to contain the pandemic – which leads challenges and
implications towards the Human Resource arm of the companies stricken by the lockdowns.
Challenges and implications that must be solved to avoid bankruptcy and unemployment.
According to the studies, almost 50% of the entire workforce are forced to be laid off due to
economic shocks leading the HRM practitioners to step up and try to overcome the problems
this had caused especially in performing HRM functions such as staffing, performance,
management, training and development, compensation management, health management and
employee relations.

The journal provides insights about the challenges that HR practitioners encounter such as
adherence to new working conditions, either requiring physical presence of the employee in
the company or requiring them to work remotely. However, consequences such as mass lay-
offs may be encountered if the latter is made for there are still jobs that entails physical
performance such as maintenance jobs. Consequently, HR practitioners also struggle with
staffing for not all organizations suffered loss during the covid-19 surge, the demand for food
and other essential services grew leading them want to expand and hire new individuals for the
job. However, filling out the vacancies will be challenging to the practitioners for most of the
jobhunters seeks for a job not affected by the pandemic or they opt not to look for a job that is
in the front lines.

It was also reiterated that performance and compensation are interrelated, if one has
encountered a problem the other may definitely suffer. Hence, organizations must be
concerned if the employees are satisfied by their compensation for if they are not, their
performance fall behind. Nevertheless, most millennials are now not driven by compensation
but by career development but due to covid, career development and growth is on halt due to
strict guidelines imposed. However, HR practitioners must put it into mind that trainings are
other programs for career development may be administered online. It must be put into mind
that safety and health are the utmost priority in this situation. Employers are responsible for
safe working conditions of its employees; hence the HR practitioners must identify proper
management for the safe working conditions of its employees and also to provide assistance to
its employees if they contract the virus.

Nevertheless, even if there are challenges HR practitioners must see the silver lining beyond the
situation, opportunities may come by that can be advantageous to the organizations they work
in. By utilizing the use of new technology, expenses may be minimized without having mass
layoffs. Organizations must be open to the idea of creating something new in their office
culture such as creating hybrid workplace, creation of wellbeing programs, and boost employee
motivation.

At present, it is concluded in the journal that COVID-19 pandemic is indeed challenging.

However, the such may be used into the advantage of the HR practitioners to promulgate new
policies in which are beneficial to its employees as well as complementary with the health and
safety protocols in which are in place. It is to assure the employees that they are safe and
secure in their working environment.