Literature Review of Pandemic covid 19 Effects on Employee Compensation

Safuan, Safuan; Kurnia, Tedi

doi:10.47153/jbmr21.852021

Cited by 8 publications

(6 citation statements)

References 1 publication

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“…According to Safuan and Kurnia (2021), COVID-19 caused a significant amount of havoc to the pay systems of various organizations. The subsequent study effort was based on an examination of the context, and significant findings have made it clear that the compensation system became unsustainable during the lockdown.…”

Section: Impact Of Employee Compensation On Firm's Performancementioning

confidence: 99%

Employee Compensation, Training and Financial Performance during the COVID-19 Pandemic

Mahssouni

Touijer

Makhroute

2022

JRFM

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The purpose of this paper is multi-faceted: first, to analyze the impact of employee compensation and training on firms’ financial performance and the moderating effect of the COVID-19 pandemic on the relationship between employee compensation and financial performance, as well as the relationship between training and financial performance; and second, to analyze the decision-making process pertaining to these two aspects of human resources both prior to and during the COVID-19 pandemic. This study utilizes a sample of 103 Belgian pharmaceutical firms whose financial statements were published in the Bureau Van Djik database between 2012 and 2021. The estimation approach employed was panel data analysis, and the Generalized Method of Moments was used to evaluate the robustness of the system. Whether or not a crisis exists greatly alters the parameters that influence a pharmaceutical company’s business performance. Specifically, the results reveal that the COVID-19 pandemic had a substantial and negative impact on financial performance. Human resource factors, which include employee compensation and training, more accurately explain the company’s performance. The key contribution of such an approach is to illustrate that human resource-related factors have an impact on performance indicators during various types of crises, thereby assisting HR managers in making the best decision during times of crisis. It provides basic guidelines for policymakers to adhere to in order to have a better knowledge of how human capital characteristics might be utilized to improve the performance of their businesses during times of crisis. In addition, this research demonstrates that the firm’s unique characteristics may affect the success of Belgian businesses.

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Section: Impact Of Employee Compensation On Firm's Performancementioning

confidence: 99%

Employee Compensation, Training and Financial Performance during the COVID-19 Pandemic

Mahssouni

Touijer

Makhroute

2022

JRFM

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“…Making use of technology to work from distance, to receive e-training from distance; and to be assessed from distance all this created an uncomfortable HRM environment for employees. These working condition were not satisfying [16] .…”

Section: More Technological Integration In Hrm Means More Employee Is...mentioning

confidence: 92%

The effectiveness of E-HRM adoption in the banking industry of Bahrain during the pandemic

Ayari,

Alzayer,

Albarboori

et al. 2022

Int. J. Res. Hum. Resour. Manage.

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The Covid-19 pandemic occurred at the beginning of the year 2020, causing many banking to develop strategies to adapt to sudden change quickly. Human Resource Management (HRM) had a crucial role in these changes since most employees started working remotely. This includes human resources (HR) implementing technology and digitally transforming their practices to meet the requirements of social distancing and remote working. The Purpose of This Study was to evaluate the effectiveness of the E-HR management system. The ever-increasing dependence on records technology in human resource management features has appreciably maximized the effectiveness of all the tactics and practices related to HR management. The HRM practices, HR features can now be carried out within the least time and with the lowest cost. Such technologies make contributions to growing a communication device that is both powerful and efficient. Methodology: For data collection, a mixture of the quantitative and qualitative methods i.e. triangulation is applied through conducting an online survey and distributing it to HR executives and HR employees from multiple banking located in the Kingdom of Bahrain. It involved different surveys and statistical data collection. Major Findings: the adaptation of E-HRM has been approved to be implemented and improved in the banking organizations of Bahrain. Hence, the HRM practice that was e-approached is found the Training and Development, while Compensation is the least. As for the factors that were found of influence to impact E-HRM, Top management support was found of the most influence while Funding was found the least. Moreover, the funding resources in addition to the technical support have been found the top challenges in the digital transformation. it is found that about 89% of people are in favor of digital transformation while 96.4% have experienced it in their workplace. Future research is sought for to provide additional insights of the effectiveness of E-HRM adoption in the banking industry in other countries during the pandemic.

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“…It encompasses monetary (base pay/bonuses) and non-monetary rewards (employee benefits) (Martocchio, 2017). It can influence employees' motivation, performance (Safuan and Kurnia, 2021;Sembiring et al, 2020), and retention (Elsafty and Ragheb, 2020). The study by Elsafty and Ragheb (2020) showed that financial benefits such as bonuses during COVID-19 are associated significantly with employees' retention.…”

Section: Curtailing and Compensationmentioning

confidence: 99%

Evaluating the Resilience of Human Resources Practices in Travel Agencies During Covid-19 Pandemic

Ali

Magdy

2022

مجلة کلیة السیاحة والفنادق. جامعة المنصورة

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The COVID-19 outbreak has challenged the global tourism economy. It has particularly threatened the survival of travel agencies in developing countries, especially those with the greatest growth of international visitors, such as Egypt. Resilient organizations are proactive and recover better from hardship. Resilience is more than just recovery; it also implies a certain level of flexibility and the ability to adapt to both positive and negative influences of the environment. Employees are acknowledged as a critical dimension in tourism and hospitality services. So, this study focused on Examining the resilience of the human resource practices in the travel agencies category (a) in Luxor and

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Literature Review of Pandemic covid 19 Effects on Employee Compensation

Cited by 8 publications

References 1 publication

Employee Compensation, Training and Financial Performance during the COVID-19 Pandemic

Employee Compensation, Training and Financial Performance during the COVID-19 Pandemic

The effectiveness of E-HRM adoption in the banking industry of Bahrain during the pandemic

Evaluating the Resilience of Human Resources Practices in Travel Agencies During Covid-19 Pandemic

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