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Task 6: Change in IIR practices (Talent acquisition, Enployee Retention, Knowledge Shuring, etc) lo confront uncertainty in futuro New Challenge for HR As workforce xlrasyity and operations have evoked over die past decade, Inny workforce nierius and governandhawoot kept pce. Today. 176 metrics are nwdalle onably forward-looking insights on ciety trend shaping human capital if Icadors are to gain the perspective thick ncad to lic able to anticipate and muul the challenges posud hy today's rapidly changing environment. Moreover, duc lo this pandennis a lot of wganizations have learned a great deal for future planning. IR practices will . umus uzt w go uluvugh fuge inuderation for upcoming Tuture. l'or instance, it was clearly visible from a lot olrentwed organizations stratury, which wok employee reductie as their frontlin: weapon to sul sist during Cavid-19. Therefore organizations will liave to reluild their job description anil jal xp&ilication in a new way, Iloce, TIKMpRclics such as talent acquisition, successivo inanay neol, imply retntion and knowledge sharing capabilities will have to go through ny planning lo Cuche uncertainty. So, one of the prcatest. challenge lics alicad of ITR VI is to find answore on how to rcslap those activities lo confiont luture uncertainty, Your tasks are: To slucly thwavlual situation in workplaces and identify what different sorts of restructuring strategies thal organizations are considering regarding shapiny ER1 practices for fulure. Whal changes might come to allot in terms ol new job description and job spcificaties in the employinent. Which strategies TIR should consider, through lillerent TIR policies to minimize any such losses caused by Covid-19 in regard to employce management Task 7: Reshaping Compensation Management- Elticiency vx. Motivation/Involvement In this unprecedented COVID-19 workil. employers may need to wnsider lavors, furloughs or even golden handshake to get through is the other side (whenever that comes). As the situation IS s not going to ICCO CT memight organizations are consilering restructuring their compensation plan to subsist curing this panlenic. Kapid changes in the nature of work are aduling new demands and pressures on compensation strategies and programs. As a consequenes, inany organizations are stuck in a in a seemingly endless cycle of compensation reviews, relorms, anil rollouts. To take bold action in de lave of uncertainly. niany wwganizations were forced to cut salary risc. increment, commission and other monetary rewards. On the contrary, some business leaders are arguing that without proper impleinentation of attracting compensation plan and offerings it is hard for organizations to keep employees motivated and in olid in die prost (orid- 19ra as more or less almost every worker in this world will be allialud womamically due to this pandemic. Some of the greatest challenge lies ahead of UR V is to tind answers on how to restructure reward policies so that the arc cttici it yet effective for motivating employees. Your tasks are: - To study and illustrate how compensation was affocted ducto Covid-19 in ditforent organizations. To identity potential strategic option for reward policies to overcome the loss caused by Covich- 1). To clucidale challenges ot' HR department to fimulate compensation plan, which will be alliciunt vet enable to motivate sinployess