Core features for the design of remuneration systems for sustainable human resource management during the Covid-19 pandemic: Polish companies’ experiences

Abstract

Fulfilling the objectives of sustainable development aimed at combining economic, social and ecological objectives is supported by the concept of Sustainable Human Resource Management (SHRM). SHRM practices enable the maintenance, renewal and restoration of human resources. The article fills a research gap on the characteristics of remuneration systems in SHRM. The purpose of this study is to reveal the remuneration practices that allow organisations to implement sustainable human resource management's characteristics in the COVID-19 crisis. The research uses qualitative data from Polish organisations collected through semi-structured interviews with 15 managers responsible for human resource management (HRM). It shows a diversity of remuneration practices during the COVID-19 crisis such as focusing the remuneration systems on the long-term goals of the organisation and combining social goals with business pragmatism.

What Was the Covid-19 Pandemic’s Impact on Human Resource Management and Work? An Integrative Literature Review

“…With teleworkers no longer physically present in the office, performance evaluation centered around productivity became crucial during the pandemic. Without proper oversight of productivity, variable compensation programs may yield unfair outcomes (Kawaguchi & Motegi, 2021;Kinowska, 2021;Silva & Moraes, 2021). These findings are corroborated by other studies, demonstrating that organizations and countries that failed to adequately compensate their workers experienced a loss of human capital (Alonge, 2021;Butterick & Charlwood, 2021;.…”

“…According to Liang et al (2022), sustainable human resource management (SHRM) played a crucial role in fostering a safe, mentally healthy, and productive environment during the pandemic. Kinowska (2021) and Azizi et al (2021) further demonstrated that this approach encompasses fair compensation, responsible leadership, collaboration, and effective communication, potentially extending into the post-pandemic era.…”

Qual O Impacto Da Pandemia De Covid-19 Na Gestão De Pessoas E No Trabalho? Uma Revisão Integrativa Da Literatura

“…Com os trabalhadores não mais presentes fisicamente no escritório, a avaliação de desempenho centrada na produtividade tornou-se crucial durante a pandemia. Sem uma supervisão adequada da produtividade, os programas de remuneração variável podem gerar resultados injustos (Kawaguchi & Motegi, 2021;Kinowska, 2021;Silva & Moraes, 2021). Esses achados são corroborados por outros estudos, demonstrando que organizações e países que não conseguiram remunerar adequadamente seus trabalhadores sofreram uma perda de capital humano (Alonge, 2021;Butterick & Charlwood, 2021;.…”

“…De acordo com Liang et al (2022), durante a pandemia, a gestão sustentável de pessoas (GSP) desempenhou um papel crucial na promoção de um ambiente seguro, mentalmente saudável e produtivo. Kinowska (2021) e Azizi et al (2021) demonstraram ainda que essa abordagem abrange remuneração justa, liderança responsável, colaboração e comunicação eficaz, podendo se estender para o período pós-pandemia.…”