HRM: The process of recruiting, hiring, deploying, and managing an organization's
personnel is known as human resource management (HRM). Human resource management
(HRM) is a term that is frequently used interchangeably with the term "human resources"
International HRM: The term "international human resource management" refers to
organizations that manage their human resources activities on a global scale. IHRM
encompasses 'traditional' HR tasks like recruiting, selection, performance management,
training and development, and remuneration, but they are analyzed and/or managed on a
Challenges faced by HRM at the time of Covid-19:
• COVID-19 is a global health emergency that has shook the entire world, causing widespread
dread and uncertainty. It had a significant impact on economies, cultures, employees, and
businesses. It has created a situation in which 50 percent or more of the workforce may be
unable to work for a short length of time.
• Companies have started reopening in the midst of this continuous pandemic, under extreme
constraints and a new functioning (e.g., physical distance in the workplace) in an attempt to
recover from this economic shock, and no one can tell when it will finish. As a result, this
pandemic has created a demanding and complicated environment for managers and human
resource management (HRM) practitioners who needed to come up with creative solutions to
keep their businesses afloat while also assisting their employees in coping with the challenges
of this unprecedented situation.
• Managers and HRM practitioners seem to have experienced significant hurdles when it comes
to remote working. To begin, make sure that workers who work from home have the tools they
need to do their jobs. Actually, remote working necessitates the availability of technology
solutions that promote communication between employees and management, such as Zoom,
Microsoft remote desktop, team viewer, and Microsoft team, which are not available to all
firms due to varying budgetary capacities.
• To ensure good communication, supervision, assistance, performance monitoring, and a
restructuring of compensation for workers who work from home. HR professionals must also
assist managers who are managing remote teams for the first time.
• Finally, HRM practitioners must address the possibility that remote working will lead to
employee isolation owing to a lack of connection between coworkers, a lack of peer guidance,
and a lack of one-on-one communication, all of which can be sources of stress and compromise
employees' mental health. Because of the potential for family distractions and the many
responsibilities that these employees must assume when working from home, it can also be
mentally stressful for them.
Challenges faced by HRM post Covid-19:
• Not Reverting to Old Habits: As people return to work, it may be tempting to want to
put the events of the previous year behind them and recreate the culture and atmosphere
that existed before to the pandemic. But the fact is that people change over the course of a
year. Attempts to return to the past may have massive repercussions for businesses, as a
significant percentage of employees prefer to work from home rather than in an office.
• Maintaining Flexibility: To remain desirable, businesses must remain adaptable and
prepared to engage employees in discussions about workplace regulations and culture.
Flexibility is no longer just a joke used by businesses to entice millennial workers under
the pretext of work-life balance; it's a requirement and an expectation for workers of all
ages and backgrounds.
• The Development of Skill: The pandemic has changed the way many businesses operate while also
putting many individuals out of job. Many of those people do not want to return, and many of the
firms indicated above demand people with different talents than they had only a few years ago.
Companies must now assist both internal and external workforce development as a result of the
evolution of needed skills.
• Processes of Recruitment are being reimagined: The first is adapting to the era of remote work,
which allows candidates to interview remotely in a smooth and transparent process that reflects the
company's culture and values. The second step is to make a stronger push for diversity. If
organizations want to produce a workforce that more accurately reflects our culture, they will have
to shift their reliance on old ways of recruiting, screening, and vetting tools like the resume.
This period has influenced how we work and how we view work fitting into
the longest time possible for the rest of our lives. Organizations will be
seeking for their footing for the foreseeable future, adopting new ways of
working and new conventions to build their collective cultures. There will be
numerous challenges for us to overcome along the way.