9 and 10

Task-9 How HR leadership is evolving due to Covid-19.

HR leadership have become true business partner
The job of the human resources business partner is to make sure that all policies and
procedures for human resources are in line with the organization's needs, goals, and
objectives. Administration, compliance, and management no longer take as much time as
they did in the past. When it comes to human resources, business partners look at the big
picture instead of focusing on specific issues like training, policy wording, benefits, and
hiring.
This person is in charge of setting and guiding the organization's goals and policies for
human resources. During the covid-19 epidemic, this person focuses on strategy instead of
putting policies into action. The business plan for the whole organization should include a
strategy for human resources.
The HR business partner is neither a vice president nor a traditional human resources
manager. Obviously, they are not the same person. On the other hand, an HR business partner
is a human resources consultant who builds relationships and provides resources for the
whole company, not just one department.
A strategic business partner is a high-ranking executive who meets with other executives to
talk about the company's future, goals, and strategy. Human resource decisions can be made
by people who are not on the top management team of the company. Someone you can put
your trust in is a strategic business partner. It's possible for this person to give advice, make
decisions, and help other people reach their goals. During the COVID-19 outbreak, help
organizations solve problems with salaries, staff roles, and anything else that needs to be
done.
Leader dealing Covid-19
During the COVID outbreak and pandemic, some businesses have decided to let their
employees go, while others have found creative ways to keep their businesses running. There
has been a noticeable effect in almost every area, and the customer service department has
been trying to accept and create new ways to work more efficiently and find creative
solutions to new problems. In this section, I'll talk about some of the problems the Company
has had during Covid-19.
Human resources is very dependent on being able to find the right people with the right skills.
The planning and hiring of people is one of the most important problems that human
resources is facing right now. We all know that the country and the whole world are always
in a state of emergency. Lockdowns and problems with travel and transit happen all the time.
Because of this, it is very hard for human resources to do their normal interview processes in
person.
Because of the epidemic, it is now very hard for the Company to do training and development
programs, especially outside the company. Most training facilities hired their trainers and
subject matter experts from within the business. Plans for how the participants will take part
are also much better organized than they used to be. Since a lot of people are getting sick and
it's getting harder and harder to get around, the Company needs to find other ways to deal
with these problems.
Every day, the world changes and finds new ways to make people's lives better. We are living
in the Covid age. People are dying and losing family members, and they are worried about a
number of environmental factors, such as job security, the long-term health of the
environment, and the level of life. Top management must take all of these things into account
because it's their job to keep them motivated and to push them forward in a way that's good
for them and comfortable for them.
The company is digitizing its processes and doing as much of it as possible digitally. In
recent years, platforms like Zoom and Google have made it easier to set up virtual meeting
rooms where candidates, HR experts, and interviewers can meet and talk about the job. On
both sides, technology is very important in this situation. Human resources should learn and
practice in places that are easy for them, and applicants or future workers should have the
technical skills they need to adapt to both the new and the current situation.
Since a lot of businesses are going out of business and having trouble running their
businesses well, this is a particularly hard time to run a business. Most of them have
decreased their pay and extra benefits.
The top management must know how the company is doing financially and how much it can
pay, and they must come up with pay packages that are fair for the situation. Since the
economy isn't doing well right now, a company should tell and explain this to its employees
in a clear and straightforward way.
The company should put a lot of effort into online and virtual training, which can be done on
a wide range of topics. Several institutions are now offering virtual platforms where people
can learn information and skills from the comfort of their own homes using technology and
other important tools.
It is suggested that companies do business in real offices and build their workspaces in a way
that is safe and clean. Safety measures should be clear to employees, and they should know
what needs to be done to keep them safe. If people who work from home are going to be
successful at it, they need to be watched and given the help they need. Employees need to be
encouraged in any way that will help them do their best work and help the company reach its
goals. There are many ways for management to do this.
 Planning and challenges
Process of Organizing Human Resources
The human resources department of every company is in charge of keeping track of the
people who work there. Every time the market changes, more businesses need a certain
technology, more people want to learn a certain skill, etc., the need for better resources
grows.
The following are the procedures and processes involved in workforce planning:
1. Learning more about the current workforce
The Human Resources department must be well-versed in all aspects of the Company's
employees' lives and work environments. In order to gain a good image of the company's
talent pool, they need take into consideration everything from their histories to their talents to
where they reside and everything in between. They will be able to determine what the
organization has to offer in this manner.
2. Making plans for the future
Companies must be aware of what the future holds and what kind of personnel would be most
beneficial to their organization in order to stay on top of their game. As a result, businesses
must consider the types of employees they wish to have in the future.
3. Employee recruitment and selection is a multi-step procedure.
Manpower planning, depending on the requirements of the company, results in a much
improved method of recruiting and hiring employees. All of this is dependent on the demands
of the company and the projections that have been established. This indicates that personnel
with a higher level of education or skill set are picked for the position because they will be
the most suitable for the company's future requirements.
4. Educational opportunities for employees
Employees that work for the business are given the greatest training possible as part of their
job responsibilities. They also get an understanding of their present employment as well as
what they will be expected to perform in the future. All of the processes outlined above in the
personnel planning process assist organizations in being more adaptable to new technologies,
changes in the sector, and even competing against rivals.
 Task 10: Stress Management-A new challenge for HR.
Employees are an organization's most important and vital resource. So, keeping them
motivated and taking care of their problems and finding solutions to them will make the
company much more productive. We all know that a lot of people are losing their jobs, and a
lot of them have lost their jobs in the last year and are still looking for work. People can't find
the same pay packages that were available before the pandemic, and many are only getting
half of what they were getting before. People who work don't have a good time right now,
and it's easy to lose motivation. To stay competitive, one must always try to get better over
time. To develop oneself, one can learn new skills, read books, or even go to different
trainings. There is no end to what you can learn, and the more you know, the more likely you
are to be confident in whatever you do. Even if the person's current job is at risk because of
the company's position, which could be a financial decision about downsizing or a strategic
one, the person must realize and value his potential, whether others do or not.

There are a lot of things for employers and HR to deal with. Not only do they have to make
sure the business runs well, but they also have to look out for the well-being of their
employees.

People think that the last thing an HR person wants to do is lay someone off or cut their
hours. It affects both the person who is being fired and his or her family. So, the HR
department should look at as many other possible factors as they can. There are a number of
things that can be done to help employees who are worried about their jobs.

Situation of the Job

Furthermore, human resources might plan in relation to its hiring and employment operations.
As we all know, there are lockdowns and problems with transit systems, which may be
alleviated by letting employees to work from home or by having flexible working hours
available. Employees can also voluntarily suggest job rotation or even going overtime if they
are compensated enough for their efforts. So that these concerns may be appropriately
addressed, new workers can be selected from geographically close-by locations. Because we
now have the technology and resources to support online activities, we should encourage
more people to participate in them.
Packages of rewards and incentives

If a firm is experiencing financial difficulties, it should convey this to its employees and
develop strategies and plans that will eventually result in more compensation for the
employees when better times arrive. However, it should be ensured that no one is abused or
taken advantage of in order to achieve this. There is no use in talking about ethics and
difficulties if the CEO and the top management continue to get the same compensation under
COVID as they did previously and only the salaries of lower-level employees are decreased
during the program.

During this moment, Company employees and other blue-collar employees working in
private enterprises are not interested in receiving rich salary packages. They merely demand
and require that their correct basic pay be guaranteed in order for them to be able to exist. If
everyone is willing to make a small concession from their individual point of view, it is
possible that the final conclusion and solution will be advantageous to everyone working
together, even if the organization's profit has reduced.

Getting better and learning more

Training can be delivered both in-house, by senior staff, and outside, by specialists, and can
take place both inside and outdoors. Not only will it increase the confidence of the workforce,
but it will also reassure the employees that they are cherished and prioritized in the
organization. Most of the time, we believe that training is a quick and easy way to correct any
deficiencies, but this is not always accurate. Many hours are spent preparing and making
decisions on who will be receiving training and who will be in charge of the training itself.
Budgets and logistical assistance are also extremely important considerations.

Organizations are providing COVID training, including how to stay away from the virus and
keep oneself and others around one safe from it. COVID is a fatal virus that may infect
anybody at any time. Many seminars being held online, and many universities are offering
free courses to ensure that the general public is informed of the situation and can take
appropriate action at this period.
Evaluation of the Performance of Individuals and Organizations

Performance management should be done in complete secrecy and according to the highest
standards of ethics. Employees should be judged on how well they do their job and how well
they do it, not on their personal relationships or what they like. Most employees leave their
jobs because their performance is judged in an unfair way, and they lose motivation when
their hard work and effort are not recognized or rewarded. So, human resources should follow
ethical rules and codes of conduct when evaluating and rewarding their employees, especially
when it comes to promotions and career growth.

Now that there are sometimes lockdowns and a lot of sick employees, human resources
should take all of these things into account when judging their performance. Since so many
people now work from home, it is important to come up with new ways to judge their own
and others' performance.
Reference

https://www.researchgate.net/publication/
306345591_Managing_Stress_Human_Resource_Management_Interventions_for_Distress_a
nd_Eustress

https://www.shrm.org/hr-today/news/hr-magazine/pages/0906tyler.aspx

https://www.betterworks.com/magazine/8-of-the-biggest-challenges-for-hr/