$1\mathrm{.}1$ Introduction and Background

Background:

Ambitious Achievers is a new business in the service industry. Our business entails the servicing of other business$$s needs. The needs can vary from providing staffing to performing of functions in the gap$$s businesses have identified within their internal business environments. Post Covid, we have become aware of changes in staffing and employees needs and best leadership styles to motivate and create positive and secure environments for our employees to grow and develop.

Introduction

Covid $19$ pandemic has had an enormous impact on HRM and a lasting effect on the internal culture of a business, employee mental stability, insecurities and how they fit into their new environment they find themselves in$.$ From the traditional environment of hierarchal structured environments and leadership styles to personal interactions, sharing of physical workplaces and the respective rituals and habits being turned upside down to this new environment where the workforces professional and personal lives have been blurred. The introduction and acceptance of business environments change to virtual have brought about changes in recruitment methods and how people access and search for new employment. As per by ReseachGate $(2022$: $1)$there are very few studies on the impact of COVID$-19$ on HRM$$ identified a gap and lack of research and knowledge available that pertains to the difficulties and challenges of HRM and leaders.

The intention of this research is to identify the need to reform HRM in $3$ critical areas: Leadership, company culture and recruitment. These areas are critical to the success of a business and the people who perform an essential part of its success. LSE $(2020)$ sums

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up HR management for the future as $$having to be more agile, learn and develop new skills quickly. How to support workers performances, psychological well$-$being, and trust issues$$

$1\mathrm{.}2$ Problem statement

The COVID$-19$ pandemic has profoundly impacted Human Resources Management $($HRM$)$ function particularly in the workplace$/$company culture leading to a decline in employee engagement, motivation, and overall well$-$being. The sudden shift to remote work, social distancing measures, and increased health concerns have created a perfect storm, resulting in decreased productivity, increased turnover rates, and a loss of organizational cohesion. One of the many HRM functions is the responsibility of fostering a positive work environment and managing people more effectively. Management is struggling to adapt to these new challenges resulting in problems in the work culture and recruitment been exacerbated.

In$-$depth articulation:

The pandemic has disrupted traditional workplace dynamics such as leadership styles and recruitment. The absence of face$-$to$-$face interactions, team$-$building activities, and social events has resulted in a decline in employee morale and job satisfaction and uncertainty in the workplace$$s culture. Moreover, increased employees$$ workload, lack of resources, and inadequate support from management which have added to the stress and burnout of all employees. This has created a significant gap in understanding the impact of the pandemic on workplace culture, leadership style and recruitment in HRM$,$ which this study aims to address.

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Relevance:

With the breakout of Covid $19$ and the limited time span to act, HR managers faced a major question: how to deal with the situation and its effect on leadership styles, employees, and recruitment?

To ensure and maintain business continuity offices were transformed from brick$-$and$-$mortar into virtual workplaces consisting of assigned systems and data cards into employees$$ personal spaces, their homes. The uncertainties, anxieties, and mental health issues created by the sudden change impacted the employee$$s performance and workplace culture.

Understanding the importance and the affect workplace culture has on the business and its employees can prevent hostility and underperformance.

The lack of knowledge and understanding of how traditional leadership impacts employees post Covid $-19$ will and can hinder best methods for motivation, support, performance and ensuring certainties and security in the employee. Traditional leadership style needs to move away from dictatorial to transformational and demonstrate flexibility and agility. Making employees feel safer with the changes. Leadership styles also impacts the managing of remote work and adaptability of working from home, as well as other challenges that arise when generating quality work under restrictive working condihe feeling of unea

QUESTION. Section $2$ : Literature reviewSection $2$ : Literature review

Conduct a literature review in line with your research study and in line with the introduction above. Your literature review should be a page or $2.$

$2\mathrm{.}1$ Introduction:

Give introduction paragraph on what chapter or section will cover. Normally define literature review and show cita