Competency Framework for Managing Manpower Post-Pandemic
01 Jan 2021-pp 60-78
TL;DR: In this article, the authors identify the upcoming challenges and changes to manage manpower post-pandemic, explore the strategic modifications in the competency framework and HR policy, and recognize the changes in the leadership style post-Pandemic.
Abstract: Since the initial days of 2020, an array of radical transformations in every domain of business have been seen. This led to the efficient and effective management of manpower to welcome a novel normal era post-pandemic. It requires an updated set of competencies post-COVID-19. The objective of the study is to identify the upcoming challenges and changes to manage manpower post-pandemic, explore the strategic modifications in the competency framework and HR policy, and recognize the changes in the leadership style post-pandemic. The exploratory study uses a systematic review technique to analyze qualitatively the secondary data extracted from the different directory of journals. The study summarizes the findings under two different areas. The first deals with the challenges of the post-pandemic era which include maintenance of business continuity, management of remote work, mental health and emotional stability, employee engagement, etc. Along with these, changes in the roles, activities, skills, competencies, policies, and leadership style occur in the organizations.
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TL;DR: In this paper, the authors provide a review of articles related to the role of technology in HRM in the COVID-19 period. But the authors focus on the post-coronavirus disease 2019 (post-COVID19) era, where enterprises and workers have had to reinvent themselves in a brief amount of time drastically.
Abstract: Purpose: The current pandemic will introduce many novel policies, adaptations, innovations and procedures by innovative human resource (HR) creativity. In particular, information technology (IT) implementation is a field that needs more significant focus and a wider range of creative interventions. The author would undoubtedly see a more human-focused approach to HR management (HRM) in the post-coronavirus disease 2019 (post-COVID-19) era, where enterprises and workers have had to reinvent themselves in a brief amount of time drastically. Following the nationwide lockdown caused by COVID-19, many companies were pushed to opt for remote working, which presents both difficulties and benefits for workers and employers. So the purpose of this study is to investigate some key consequences resulting from COVID-19’s effect on multiple HRM roles, how technology is empowering and fostering HRM, informative forecasts based on how organizations are coping and finally, the path in the post-pandemic environment. Design/methodology/approach: The COVID-19 epidemic has had a significant effect on every area of the global economy. It has had severe implications for public institutions and raises particular questions for medical schools. The emergence of COVID-19 has disrupted many activities and requires intense and prompt attention from medical educators. So, HR leaders now face the difficult task of managing the interests of workers and their corporations. The outbreak of COVID-19 has proved that this is not just a difficult time but rather a testing time for companies across the globe to check and ensure how swiftly they adapt themselves by thinking and planning differently. An enterprise evolves with nature, and change is unavoidable if performance and productivity are to improve. Changes in structure, technology and priorities are overgrowing, posing big obstacles to leaders. Corporations worldwide have looked to technology to pursue creative solutions to some of the world’s most pressing problems. This study provides a review of articles related to the role of technology in HRM in the COVID-19 period. The analyzed articles are divided into three groups, including articles related to the role of information communication technology, cloud computing and teleworking in HRM in the COVID-19 era. Also, the most important key challenges are collected, and solutions are provided for them. Findings: In times of trouble, authentic leadership shines through. The actions of pioneering HR leaders throughout the COVID-19 epidemic will significantly affect their respective organizations. When COVID-19 expanded around the world, HR agencies made their workers’ health and welfare a top priority. HRM’s long-term sustainability can be dictated by how they deal with the current crisis. Web-based solutions, such as cloud computing, will also address a vital resource allocation gap. It illustrates the possible efficacy of patient-oriented, web-based applications built on result-driven design, which continues to be validated by more testing and assessment. Many studies have emphasized business innovation as a necessity due to changes in the environment and various challenges and requirements facing businesses. The challenge of observing social distance and limiting face-to-face business services is the challenge of the COVID-19 pandemic era. Research limitations/implications: This study could entail a joint international collaboration initiative among research centers, allowing information about COVID-19 impacts to be shared more easily. It will favor a worldwide policy to find a response to the epidemic but still address cultural and social issues. Practical implications: The survey concludes that, whenever possible, employers and medicals should explore remote working opportunities in all industries to alleviate uncertainty and improve employee psychological well-being. The facilitating considerations and problems are often addressed in order to supply practical views for developing cloud-based solutions. Originality/value: This research ims to lead to the advancement of scientific knowledge in the HRM area through the use of IT-based technology. It allows businesses to reinvent HRM techniques to save money and maximize efficiency without compromising their employees’ life quality and well-being. More in-depth studies at various pandemic stages would yield more valuable insights into HRM’s emerging position. © 2021, Emerald Publishing Limited.
62 citations
30 Nov 2018
TL;DR: In this article, the authors examined the extent of overlap between the Dutch smart industry label and the general term "fourth industrial revolution" as well as the "industry 4.0" label as defined by various scholars.
Abstract: Despite the fact that labels such as “smart industry” and “industry 4.0” (terms used to denote the fourth industrial revolution) have become popular topics within academia and in practice, their meaning remains an issue of concern. It’s a concern that has drawn the attention of various authors. It is a struggle we engaged in as well – specifically regarding the Dutch “smart industry” label – to aid our aim of assessing whether our call to combine forces can be extended beyond industry 4.0 and industrie 4.0. We provide here initial indications of whether there is more unity in meaning and, thus, reasons to take steps toward combining labels. By means of 20 interviews with Dutch smart industry experts, a representation of smart industry was obtained as understood in the Netherlands. Based on this representation, we examined the extent of overlap between the Dutch “smart industry” label and the general term “fourth industrial revolution” as well as the “industry 4.0” label as defined by various scholars. Our findings showed that smart industry in the Netherlands does not match the denotation of an industrial revolution. Several signals were, however, detected indicating that the content observed under the Dutch smart industry label overlaps with what is being presented under the label industry 4.0. These results reveal that there is indeed more unity in meaning between the various labels that exist and, as such, strengthens our call to combine forces.
3 citations
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05 Jan 2016
TL;DR: Design principles of Industrie 4.0 are identified so that academics may be enabled to further investigate on the topic, while practitioners may find assistance in identifying appropriate scenarios.
Abstract: The increasing integration of the Internet of Everything into the industrial value chain has built the foundation for the next industrial revolution called Industrie 4.0. Although Industrie 4.0 is currently a top priority for many companies, research centers, and universities, a generally accepted understanding of the term does not exist. As a result, discussing the topic on an academic level is difficult, and so is implementing Industrie 4.0 scenarios. Based on a quantitative text analysis and a qualitative literature review, the paper identifies design principles of Industrie 4.0. Taking into account these principles, academics may be enabled to further investigate on the topic, while practitioners may find assistance in identifying appropriate scenarios. A case study illustrates how the identified design principles support practitioners in identifying Industrie 4.0 scenarios.
1,954 citations
TL;DR: In this paper, the authors present four popular technologies: electronic monitoring systems, robots, teleconferencing, and wearable computing devices to illustrate technology's impact on work, work systems, and organizations.
Abstract: Given the rapid advances and the increased reliance on technology, the question of how it is changing work and employment is highly salient for scholars of organizational psychology and organizational behavior (OP/OB). This article attempts to interpret the progress, direction, and purpose of current research on the effects of technology on work and organizations. After a review of key breakthroughs in the evolution of technology, we consider the disruptive effects of emerging information and communication technologies. We then examine numbers and types of jobs affected by developments in technology, and how this will lead to significant worker dislocation. To illustrate technology's impact on work, work systems, and organizations, we present four popular technologies: electronic monitoring systems, robots, teleconferencing, and wearable computing devices. To provide insights regarding what we know about the effects of technology for OP/OB scholars, we consider the results of research conducted from four ...
452 citations
TL;DR: In this paper, the authors deal with identification of job roles in the companies and identify the main reasons for high financial costs and the lack of qualified employees for the transition to Industry 4.0.
398 citations
TL;DR: The relevance of extant international business (IB) research, and more specifically work on international human resources management (IHRM), to address COVID-19 pandemic challenges is shown.
Abstract: We show the relevance of extant international business (IB) research, and more specifically work on international human resources management (IHRM), to address COVID-19 pandemic challenges. Decision-makers in multinational enterprises have undertaken various types of actions to alleviate the impacts of the pandemic. In most cases these actions relate in some way to managing distance and to rethinking boundaries, whether at the macro- or firm-levels. Managing distance and rethinking boundaries have been the primary focus of much IB research since the IB field was established as a legitimate area of academic inquiry. The pandemic has led to increased cross-border distance problems (e.g., as the result of travel bans and reduced international mobility), and often also to new intra-firm distancing challenges imposed upon previously co-located employees. Prior IHRM research has highlighted the difficulties presented by distance, in terms of employee selection, training, support, health and safety, as well as leadership and virtual collaboration. Much of this thinking is applicable to solve pandemic-related distance challenges. The present, extreme cases of requisite physical distancing need not imply equivalent increases in psychological distance, and also offer firms some insight into the unanticipated benefits of a virtual workforce - a type of workforce that, quite possibly, will influence the 'new normal' of the post-COVID world. Extant IHRM research does offer actionable insight for today, but outstanding knowledge gaps remain. Looking ahead, we offer three domains for future IHRM research: managing under uncertainty, facilitating international and even global work, and redefining organizational performance.
331 citations
TL;DR: In this article, the authors investigate the roles of domestic and global leaders and organizations to COVID-19 and consider the new role(s) of Human Resource Development (HRD) based on the ramif...
Abstract: The aim of this paper is to investigate the roles of domestic and global leaders and organizations to COVID-19 and to consider the new role(s) of Human Resource Development (HRD) based on the ramif...
294 citations