Implementation of Human Resource Management in the Adaptation Period for New Habits

Abstract

The COVID-19 pandemic has disrupted the global economy and business, and Human Resources (HR) is at its heart. With the organization now on the cusp of recovery, the role of HR has become even more important. The question is not limited in terms of imagining the impact and role of human resources in the future post-COVID-19. One thing is certain - the pandemic and its inherent effects on business have highlighted the need for adaptability and resilience in today's workforce, accelerated the shift towards a new digital economy, and emphasized the importance of HR in the new normal. This study tries to describe the role of human resource management in an effort to restore organizational performance. This study is a qualitative research using descriptive methods to describe the object under study. The results showed that the role of HRM during the COVID-19 pandemic was very strategic, especially in terms of maintaining the health and safety of workers when returning to work by implementing strict health protocols and also providing guidance and assistance for employees affected by COVID-19 such as downsizing and restructurisation. This research also presents HR transformation in terms of employee performance appraisal using results-based performance methods and the use of technology as a support in job optimization

Digital Transformation: Challenges for Human Resources Management

“…The existing organizational culture must find answers related to the shift towards a hybrid work model that takes advantage of remote and office work (Ancarani et al, 2018;Am et al, 2020). Different working conditions such as reduced face-to-face interaction and increasing dispersion of the workforce will lead to a change in social dynamics among employees (Bajer, 2017;Götz et al, 2020).…”

“…Using data science and AI applications, organizations can reduce costs and time by using automated CV screening processes in hiring cycles (Rashid, 2017;Demartini et al, 2018;Götz et al, 2020). Big data and data analytics may be used to improve the recruitment process by helping to identify top talent and assess workforce performance and capacity requirements (Sakellaridis et al, 2011;Manuti et al, 2018;Am et al, 2020). AR and VR technology may be used to improve the orientation process through virtual office tours, without requiring new employees to be physically present.…”

“…Despite all the positive perspectives of digital transformation, human experience cannot be replaced. However, to realize all the opportunities provided by the digital transformation, the organization needs to ensure the development of knowledge, skills, and abilities of the workforce to maintain the required level of competitiveness and organizational performance (Demartini et al, 2018;Am et al, 2020). The processes of upgrading knowledge and skills will enable the creation of a workforce adaptable to the rapidly changing new conditions and requirements brought by the application of digital technologies (Ulrich et al, 2013;Marler et al, 2016;Sankar et al, 2021).…”

“…Recently, the principles of digital transformation are applied to both organizations and their employees. Organizations are in search of talents to make recruitment and selection processes as simple as possible, and therefore initiate fact-gathering processes on how digital technologies and tools affect employees (Rashid, 2017;Fenech et al, 2019;Am et al, 2020).…”

Public policy acceptability

“…Not only the region but also the authority is divided between the center and the regions. In the new management transfer policy, the division of government affairs in the education sector between the central government, provincial governments, and district/city governments includes: first, education management, that the central government is responsible for setting national education standards and higher education management (AM et al, 2020;Basķan, 2020;González-López, 2021;Suharti et al, 2020;Toprak, 2020). The provincial government is responsible for the management of secondary education and special education.…”