The Intricate Systemic Relationships Between the Labor Market, Labor Relations, and Human Resources Management in a Pandemic Context

Abstract

The article analyzes how organizations interpret the systemic relationships among labor market and labor relations in their human resource management (HRM) strategies in the Covid-19 pandemic. Through a qualitative approach, four focus groups were carried out with 24 people managers, and interviews with four union representatives in cities at three regions in Brazil: Northeast (Fortaleza, CE), South, (Joinville, SC) and Central-West (Brasília, DF). The findings indicate knowledge gaps in the HRM areas about market and labor relations, similar HRM practices at different levels, institutionalized by a common repertoire; while the unions adapt to the new labor legislation. The pandemic context brought structural changes such as telework, adjustment to legislation and work organization; and behavioral including the health of workers. The study contributes theoretically by expanding the analysis of HRM under the institutional approach; methodologically it provides comparative research; and empirically illustrates HRM practices in different regions of the country.

Non-Frontline Employees’ Emotional Behavior During Crises: A Comparison Between Essential and Non-Essential Industries

“…The field of Human Resource Management (HRM) encountered a series of daunting and rapidly-evolving challenges, compounded by the unprecedented impact of the COVID-19 pandemic, which derived in varying approaches and strategies in each organization (Amorim et al, 2022). Under the novel and uncertain circumstances of an organizational crisis, employees in essential and non-essential industries may evaluate the same event differently, potentially resulting in divergent emotional responses.…”

“…Human Resource Management encountered demanding and rapidly-paced difficulties while organizations tackled the COVID-19 pandemic in diverse ways (Amorim et al, 2022). This study's exploratory intention is to provide insights to inform HR practitioners on the particularities of non-frontline workers in both essential and non-essential industries.…”

Comportamento Emocional De Funcionários Fora Da Linha De Frente Durante Crises: Uma Comparação Entre Indústrias Essenciais E Não Essenciais

“…A área da Gestão de Recursos Humanos (GRH) deparou-se com uma série de desafios assustadores e em rápida evolução, agravados pelo impacto sem precedentes da pandemia da COVID-19, que resultou em abordagens e estratégias variadas para cada organização (Amorim et al, 2022) . Sob as circunstâncias novas e incertas de uma crise organizacional, funcionários de setores essenciais e não essenciais podem avaliar o mesmo evento de maneira diferente,…”

“…A Gestão de Recursos Humanos deparou-se com dificuldades exigentes e urgentes, enquanto as organizações enfrentavam a pandemia da COVID-19 de diversas formas (Amorim et al, 2022). A intenção exploratória deste estudo é fornecer insights aos profissionais de RH sobre as particularidades dos colaboradores que atuam fora da linha de frente em setores essenciais e não essenciais.…”