The purpose of this research is to explain the effect of the current pandemic on employee retention and, also, to evaluate the performance of the management and human resource development. This business report has been prepared and focused only on three strategic management theories that can be employed in order to minimize employee turnover during these unprecedented times.
The main objective being targeted in this research is to assess how to ensure that employees are contributing efficiently and effectively to organizational goals through a virtual workplace and the techniques that the human resource department can employ in order to keep workers motivated and loyal to the organization. The project discusses the use of motivation theories such as Maslow’s hierarchy of needs, EVP; Resource based view and achievement of socio political goals of a corporation.
Table of Contents
Introduction
Employee Retention
Performance Management
Conclusion
Research Objectives and Themes
This research aims to analyze the impact of the COVID-19 pandemic on employee retention strategies and the performance management of human resources, specifically focusing on how organizations can maintain motivation and loyalty in a virtual and post-pandemic business environment.
- Strategic management theories for minimizing employee turnover.
- Human resource adaptation to hybrid and virtual working models.
- The integration of Employee Value Proposition (EVP) for organizational culture.
- Driving organizational transformation through data-based decision making.
- Implementing sustainable Human Resource Management practices.
Excerpt from the Book
Employee Retention
During the recent pandemic, human resources has faced challenges to ensure that the best strategies are used to help the business retain its best employees and that they are fully satisfied in their position. Since March 2020, a high level of unemployment rate has shifted the power from employee to employer. Companies were forced to cut jobs, salaries and benefits. There is a strong bond between employee retention and the value of employee engagement. Companies have been replacing managers making $40,000 a year with entry-level employees making much less in the salary willing to extra duty hours hopping to secure their job. When employees are happy and productive, retention no longer becomes an issue and employer can rely on employees during the good and bad times and human resources department can set up for success financially, emotionally and mentally through benefit programs with the support of leadership team. Companies are under pressure to integrate and invest in the right employee benefits programs nowadays.
“The most critical aspect of the growth and success of any public or private company has been identified as human resources” (Saengchai, Joemsittiprasert, & Jermsittiparsert, 2020, P1). Another author claims that “Practices of HR play a significant part in increasing employees' job retention to efficiently achieve organizational goals and objectives” (Pradhan, Dash, and Jena, 2017, P1).
Summary of Chapters
Introduction: Provides context on the global pandemic's effect on the Middle Eastern job market and the necessity for HR to adopt sustainable, technology-driven strategies.
Employee Retention: Analyzes the critical relationship between employee engagement, benefits, and retention, particularly in light of job insecurity and market volatility.
Performance Management: Explores how organizations must redesign performance frameworks and reward systems to remain competitive while maintaining motivation in a disrupted work environment.
Conclusion: Discusses the integration of Sustainable HRM with EVP and emphasizes the urgency for HR to transform practices to ensure long-term corporate survival.
Keywords
Human Resources Management, COVID-19, Employee Retention, Performance Management, Sustainable HRM, Employee Value Proposition, Organizational Culture, Digital Transformation, Employee Engagement, Strategic Management, Workforce Analytics, Virtual Workplace.
Frequently Asked Questions
What is this research primarily concerned with?
The research examines the challenges faced by Human Resource departments specifically during and after the COVID-19 pandemic, focusing on retention and management adaptation.
What are the primary themes discussed?
The work covers employee retention, the evolution of corporate culture, performance management systems, and the strategic integration of Sustainable HRM.
What is the core objective of the study?
The objective is to identify how organizations can maintain high employee engagement and efficiency through virtual work environments by adapting management techniques and HR policies.
Which scientific methods are applied here?
The study utilizes a review of management theories, analysis of organizational reports from firms like PWC, and assessments of strategic HR frameworks.
What topics are within the scope of the main chapters?
The chapters address current events in the job market, the dynamics of employee retention, the transition to data-based decision making, and the redesign of performance management.
Which keywords define this work?
Key terms include Human Resources Management, Sustainable HRM, Employee Value Proposition, COVID-19, and organizational culture.
How has the pandemic changed the approach to Maslow's hierarchy of needs in this context?
The author notes that job security has shifted to the same priority level as physiological needs, as employees now require a high degree of stability during times of crisis.
What is the role of the Employee Value Proposition (EVP)?
EVP acts as the unique set of benefits and cultural features that motivate employees to remain loyal to a company, which the author deems essential for current corporate sustainability.
- Arbeit zitieren
- Sara Alkfiri (Autor:in), 2020, Rethinking Human Resources Management during and post COVID-19 Era. Effect of the Pandemic on Employee Retention, München, GRIN Verlag, https://www.grin.com/document/1278993
