Before the COVID-19 pandemic outbreak, discussions on the future of work were ambiguous

and often questioned. Before spreading the virus, some organizations adopted work from
home and applied them to few employees. However, COVID-19 forced many organizations
to adapt quickly, to go for work from home practices. Some governments put forward
restrictions over the organizations to work on rosters. Only a few employees are allowed to
come to work in person to mitigate the outbreak of the virus. This pandemic situation creates
an environment to implement a flexible work arrangement for many private and public sector
organizations in Sri Lanka to work from home. A national-level Survey done in the USA in
October 2020 taking 10,332 employees found that some employees prefer to do their jobs
from home rather than go to the office physically. About 70% or more say if they have the
appropriate technology and equipment required to do their job and have a good workspace,
work is more comfortable.

Due to pandemic most of the organizations have allowed their employees to work from
home. Using a house for business purposes is a common choice for people who just need a
small office, or who spend most of their time working at client locations. However there are
advantages and disadvantages of work from home.

Advantages of work from home

 Save money

When we see the advantages in employee side, work from home will save money
which is expend to travelling. Not only that when we see the employer side, it will
save on start-up costs, as employer does not need to buy or rent business premises.

 Save time

This is also have two sides. That is employee & employer. When we talk about the
employer side. Employer can save time that would be spent on looking for suitable
business property. Employee can save his or her travelling time.

 More flexibility

avoid becoming tied into long term tenancy agreements. Not only that when every one
using the technology will create the work fast. There is no queued. Every one can
there work fast and quickly.
  Help from family - for example they may help you with filing or general
administration tasks

 less distractions

Avoid the noise and distractions of the workplace. This will create a clear mind set
and will create the work easy.

Disadvantages of work from home

 Expenses of setting up equipment & internet.

If employee has to work from home, he/she has to bear the internet bill. Not only that
they have to work using anydesk, zoom apps. So employee needs a computer with
him.

 Domestic distractions and interruptions

If employee have 2,3 kids then employee unable to work properly. Because he or she
has to solve the children’s problems. Not only that automatically noisy background
will create. So this will barrier to complete their task on time.

 Isolation/loneliness

This will be a big disadvantage of work from home. If there is no people around we
feel lonely. We have lot of colleagues at our work place. So do some jokes with them
and do our job with relax mind.

Without having proper investigation we can’t believe what the samanthi has said. Even if we
do our best to accommodate the samanthi going through a personal crisis, there always exists
the possibility that she will quit. It’s important to plan ahead for that eventuality even if we
feel like the situation has been handled well, as there may be layers that we don’t know
about. Stay vigilant and be prepared to cover their shifts or entire position as needed. Not
only that we need to keep on eye what samanthi has done or she has done what we suggest to
do in leave period.

Because if we didn’t take a action to this, it will harm to our company also. Not only that it
will disturb to other employees also. So as a immediate superior, we have to take action to
solve this problem. If not samanthi will not be able to achieve her task properly and on time.
If we take the correct action to solve this issue, it will help her to achieve targets on time with
clear mind.

Mental health issues that affect personal behaviors may invoke the protections of the ...
with others and even thinking and concentrating are considered "major life ..

Due to covid 19 employer has to recre

Most of the past studies are reporting post-pandemic practices adopted by companies,
however, it is apparent that some of the practices can be well used even during the pandemic
situations. This review, irrespective of the time factor, examines HRM practices discussed in
the context of influenza epidemic, crisis or disaster situations encountered by public or
private sector organizations. Present review has enabled us to comprehend multiple
postpandemic HRM practices not necessarily through the HRM perspective, but from a
generic management standpoint.

1. Time for Conducting Job Analysis:

“Is the time ripe for conducting job analysis?” is the question human resource manager has to
ask himself. He has to decide on this vital issue. It is a matter of strategy. In modern times
things are changing very fast. The new competitors are entering into the business and
industrial arena. Under the changed circumstances organisations have to restructure the
organisational set up as a part of strategy to meet the challenges anew. This leads to job
analysis. Some new jobs may be created, some eliminated or some may be combined with
others.

The qualifications, skills, knowledge of computers and other potentials required to perform
the job and salary structure may also change. Additional jobs may be created due to
expansion, mergers and acquisitions requiring job analysis.

Employees and managers may feel that their present position requires more hard work and
they need higher pay scale. This also lead to analysis of jobs to be undertaken afresh to
determine the duties, responsibilities and accountabilities with knowledge, skill, talent,
potential, abilities required to perform the job and salary structure to be fixed accordingly.
Normally job analysis should be conducted after a regular interval of two, three or five years
or any time if the need arise.
2. Collection of Information Relating to Jobs:

After deciding to conduct job analysis the first step is to collect all relevant information
relating to various jobs in the organisation. The following are the ways to collect information
for the purpose of job analysis.

(a) Questionnaires:

It is a widely used method of data collection. It is less costly method of collecting

information about the job from the employees. A detailed questionnaire is prepared so that
vital information is not missed. The questionnaires used to be distributed to the employees
from whom information in respect of jobs are to be gathered.

(b) Observation:

In this method the job performers are observed while they are working. Observation may be
continuous or in samples. This method is not fool proof. It is useful for the jobs involving
physical activities. It provides observer the general familiarity about the job.

(c) Interviews:

The experienced employees having complete knowledge about the jobs are interviewed and
the relevant information about the job and its specific activities gathered. A structured
interview is most useful to collect vital information regarding the job and its performance. An
interview is time consuming. An interview may be biased. To avoid this more employees are
to be interviewed.

The information collected through the above ways must include the information relating to
physical environment while performing job such as, temperature, noise, dirt, likelihood of
accident, comforts or discomforts; social environment prevalent while performing job;
financial benefits drawn such as pay scales and other incentives; the qualities, required in a
person for performing the job such as skills, abilities, talent, knowledge, potential, intellect
etc.

3. Preparing Job Description Forms:

The information collected in the above ways should now be used to prepare job description
form. It is a document which shows the complete information describing the various activities
involved in the job. It describes how and when job is to be done and how a jobholder will do
it. The separate job description forms are prepared for different jobs stored for reference.
4. Preparing Job Specifications:

The next step in the process of job analysis is to prepare job specification on the basis of
collected information. The job specification is the statement declaring minimum acceptable
qualifications required in a person to perform the job successfully.

5. Preparing Report:

The job analysts are appointed by organisation to do job analysis. The next step in the process
of job analysis is to prepare the report on job analysis by the analyst and to submit the same
to the human resource manager. The report contains the different activities of various jobs
and the minimum educational qualifications, experience, training and skills required to
perform them and the recommendations.

job Analysis is a primary tool to collect job-related data. The process results in collecting and
recording two data sets including job description and job specification. Any job vacancy can’t
be filled until and unless HR manager has these two sets of data. It is necessary to define
them accurately in order to fit the right person at the right place and at the right time. This
helps both employer and employee understand what exactly needs to be delivered and how.

Both job description and job specification are essential parts of job analysis information.
Writing them clearly and accurately helps organization and workers cope with many
challenges while onboard.

Job Description

 Job Title
 Job Location
 Job Summary
 Reporting to
 Working conditions
 Job duties
 Machines to be used
  Hazards

Job Description

 Qualifications
 Experience
 Training
 Skills
 Responsibilities
 Emotional Characteristics
 Sensory Demands

Though preparing job description and job specification are not legal requirements yet play a
vital role in getting the desired outcome. These data sets help in determining the necessity,
worth and scope of a specific job.

Job Description

Job description includes basic job-related data that is useful to advertise a specific job and
attract a pool of talent. It includes information such as job title, job location, reporting to and
of employees, job summary, nature and objectives of a job, tasks and duties to be performed,
working conditions, machines, tools and equipments to be used by a prospective worker and
hazards involved in it.

Purpose of Job Description

The main purpose of job description is to collect job-related data in order to advertise for a
particular job. It helps in attracting, targeting, recruiting and selecting the right candidate for
the right job.

It is done to determine what needs to be delivered in a particular job. It clarifies what

employees are supposed to do if selected for that particular job opening.

It gives recruiting staff a clear view what kind of candidate is required by a particular
department or division to perform a specific task or job.

It also clarifies who will report to whom.

Job Specification

Also known as employee specifications, a job specification is a written statement of

educational qualifications, specific qualities, level of experience, physical, emotional,
technical and communication skills required to perform a job, responsibilities involved in a
job and other unusual sensory demands. It also includes general health, mental health,
intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability,
flexibility, values and ethics, manners and creativity, etc.

Purpose of Job Specification

Described on the basis of job description, job specification helps candidates analyze whether
are eligible to apply for a particular job vacancy or not.

It helps recruiting team of an organization understand what level of qualifications, qualities

and set of characteristics should be present in a candidate to make him or her eligible for the
job opening.

Job Specification gives detailed information about any job including job responsibilities,
desired technical and physical skills, conversational ability and much more.

It helps in selecting the most appropriate candidate for a particular job.

Job description and job specification are two integral parts of job analysis. They define a job
fully and guide both employer and employee on how to go about the whole process of
recruitment and selection. Both data sets are extremely relevant for creating a right fit
between job and talent, evaluate performance and analyze training needs and measuring the
worth of a particular job.