How COVID-19 Health Emergency Impacted My Company's Human Resources Operation
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How COVID-19 Health Emergency Impacted My Company's Human Resources Operation
Human resources management (HRM) is the function that deals with managing an
organization's workforce. The role of HRM includes planning, recruitment, selection, staffing,
development, and terminations (Gomez-Mejia, 2021). The planning function involves identifying
the organization's workforce requirements, developing job descriptions and specifications, and
creating strategies to ensure effective utilization of the workforce. Recruitment and selection
involve sourcing candidates, assessing their qualifications and suitability, and making hiring
decisions (Gomez-Mejia, 2021). Staffing involves assigning roles, responsibilities, and tasks to
employees. The development includes training, mentoring, and coaching employees to develop
their skills, knowledge, and abilities. Finally, terminations involve managing the exit of
employees from the organization.
To combat the impacts of the COVID-19 health emergency, my company used three
initiatives: remote work, health and safety measures, and mental health support. Remote work
was implemented to enable employees to work from home and minimize the risk of infection.
Similarly, health and safety measures were implemented to ensure employees' safety, including
providing personal protective equipment, sanitizing workspaces, and implementing social
distancing protocols. Lastly, mental health support was also provided to employees to help them
cope with the stress and anxiety associated with the pandemic.
My company implemented several strategies to address the social issues of mental health,
diversity, and inclusion. To address mental health, the company provided employees with access
to mental health resources, including counseling services and support groups. To address
diversity and inclusion, the company created an employee resource group that focused on
promoting diversity and inclusion in the workplace. Thus, the group organized events and
training sessions to raise awareness about diversity issues and promote a culture of inclusivity.
These strategies used by my company to address the social issues complied with the
guidelines set by the Health Insurance Portability and Accountability Act (HIPAA) and the
COVID-19 guidelines issued by the Centers for Disease Control and Prevention (CDC). First,
the company ensured that employee privacy was protected when accessing mental health
resources and that health and safety measures complied with CDC guidelines.
In conclusion, the COVID-19 health emergency has significantly impacted HRM
operations, requiring companies to implement initiatives to combat the pandemic's effects
(Manning, 2020). Thus, my company implemented remote work, health and safety measures, and
mental health support to address these effects. Additionally, strategies were implemented to
address social issues such as mental health, diversity, and inclusion. These strategies complied
with HIPAA and CDC guidelines, demonstrating the company's commitment to promoting
employee well-being and safety.
References
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2021). Managing human resources. Pearson.
Manning, J., & Beaubien, J. (2020). Lessons learned from COVID-19: Impact on human
resources and work flexibility.
