Impact of Covid-19 on the Future of HR in India's Service Sector

Abstract

With the transition of working pattern from physical workplaces to remote workplaces amid COVID-19, there has been existence of imbalance in business organizations due to lack of effective communication channels. For continued importance and relevance in modern workplace, it is essential to upgrade the human resources management function such that these issues can be addressed. Thus, this study aims to determine the impact of COVID-19 on the human resource policies and practices in the Indian service sector. For this examination qualitative analysis has been conducted based on 10 HR managers of IT and hospitality industry in Bengaluru, India. Herein, it was observed that HR managers struggled to engage their employees in disciplined manner and there was high resistance in employees to cope up with the newly developed remote working culture of the firms. The interviewees affirmed that several online opportunities like hybrid approach or people centric working style can lead to better management of employees’ wellbeing and derive effectiveness.

Effect of Covid 19 on the human resource development: Empirical Evidence from Tribhuvan University Nepal

“…Table 7 shows the impact of independent variables (motivation, working-environment, health and safety, and organizational culture) on the human resource development of Tribhuvan University. 7, the regression equation explains that there is a statistically significant positive effect of motivation on human resource development (p = 0.005 and beta 0.256), this result is similar to the finding of (K. and contradicts the result of (Suresh Kumar & Kapoor, 2021). In the same way, health and safety have a positive and significant impact on HRD with p-a value of 0.000 and a beta value of 0.342.…”

The changing face of HR professionals’ expectations amidst COVID-19: a comparison in between Sri Lanka and foreign context

“…HRM is the process of recruiting new employees, selecting the best candidate for the job, accepting representatives, offering orientation, training and development, determining remuneration and benefits, maintaining legitimate relations with employees and their unions, motivating employees and ensuring employees’ health and safety (Sivanandam and Kumar 2020 ). During this pandemic, HR Managers have emerged as a significant catalyst in reassuring and strengthening employee morale (Kumar and Kapoor 2021 ). One of the main priorities for HR managers during the COVID-19 era was to emphasize health and safety concerns in the work environment (for both employees and employers), as well as the quick adoption of teleworking to mitigate the impact of the pandemic on effective and efficient productivity.…”

HR Analytics- A Comparative Study on HRM Strategies

“…This was true even before the pandemic began, and it has only gotten worse in the months thereafter. (Kumar & Kapoor, 2021) Employees require aid from their employers, and globally mobile employees require help from their company's well-being initiatives to bridge the knowledge gap as they adjust to life in a new location. Explaining health insurance, life insurance, and disability benefits is critical, especially for expatriates who are unfamiliar with the local healthcare system.…”

“…There are enormous differences of opinion in the minds and attitudes of people working in IT and other organisations, which went into a new concept of work from home, thus it can be classified as pre-covid and post-covid age. (Kumar & Kapoor, 2021) (Selvi et al, 2021). People began to be more convenient and relaxing as they worked from home, eliminating the need to get dressed, start from home, and get at the office on time to sign in the registers.…”