Please do it Correctly

Preface of the Assignment This assignment is a partial requirement for all the IUB students of HRM360: Manpower Planning and Forecasting in Spring-2022. In spite of all kinds of electronic developments in the field of science and especially in the field of tertiary education, the written word still remains the single most important form for the obtaining, processing and transferring of knowledge Without the ability to write clearly, logically and effectively, you cannot claim to have mastered the art of scientific writing to the full. For this reason it is important that you develop this skill to the best of your ability. Objectives Following completion of this task you should develop- I Transparent concept about the value and procedures of both corporate strategy and business strategy of organizations and how to align manpower planning in accordance with the demand of those strategy. II. How business organizations confront uncertainty and changing complexity through proper formulation and implementation of strategies. As a strategic function how HR should react to challenging circumstances to facilitate corporate and business strategy. IV. A great deal of strategic ideas and options opted by different International and domestic organizations due to the damage caused by Covid-19 and the upcoming challenges of HR in post Covid-19 era. III. Assignment Methodology Participate: Group Assignment (1 group will have maximum 5 members). Data Source: You can choose primary or secondary data to conduct this study. If you choose to use primary data please make sure you read the Nature of Assignment Methodology, which is given below. However, if you choose to conduct the study with secondary data, you should use appropriate references from reputed International and domestic journals with proper justification. Nature: This assignment can be qualitative or quantitative in nature (or you can use triangulation method). In case you choose to conduct Quantitative study make sure you use a structured questionnaire for data collection. In case you choose to conduct Qualitative study make sure you consider Interview as data collection method. [Please note: It is mandatory to collect data through Telephone, Social Media or e-mail. Any type of physical interaction for collecting data is strictly prohibited due to safety measures in this pandemic Assignment Format 1. Cover Page: III I University name and Logo II. Group member's name and ID number, Task Distribution Table Course Title, Course Code, Section and Semester Name IV. Date of Submission V. Name of the Course Instructor 2. Title Page Full title of the Assignment 3. Acknowledgement 4. Executive Summary 5. Table of Contents 6. Introduction 7. Methodology 8. Main Body (You can add as many headings as you think necessary here) 9. Discussion & Recommendation 10. Conclusion 11. References (Harvard Referencing) 12. Appendixes (If needed) Word Limit: The word limit for this assignment is 7500-10,000. Font & Size: It is suggested that the text of the assignment along with page numbers and table of content should be written with Times New Roman. The font size should be 11/12 point. Font for any table or diagram should be between 10-12 points. Background of the Study Human Resources is at the front lines of employers' response to the COVID-19 crisis. The crisis is forcing almost every business to immediately develop, adapt or improve remote work policies and procedures. As a result of the COVID-19 pandemic, an estimated 2.7 billion people, or more than four out of five workers in the global workforce, have been affected by lockdowns and stay-at-home measures. As organizations begin to emerge from this phase, leaders are focusing on the next set of workforce challenges as they plan for recovery, and off course HR has the fundamental role to play here as to cope up with the challenge to support the newly formed strategies of organizations through their policies and procedures. Some of the world leaders in today's business world have further argued that the Covid-19 coronavirus is becoming the accelerator for one of the greatest workplace transformations of our lifetime. How we work, exercise, shop, learn, communicate, and of course, where we work, will be changed forever! AS workforce strategies and operations have evolved over the past decade, many workforce metrics and governance have not kept pace. Today, new metrics are needed to enable forward-looking insights on every trend shaping human capital if leaders are to gain the perspective they need to be able to anticipate and meet the challenges posed by today's rapidly changing environment. Organizations must begin to ask fundamentally new questions to find relevant, actionable workforce metrics that can inform bold decisions around critical human capital risks and opportunities, even as uncertainty about the future of work, the workforce, and the workplace remains. Most of the organizations have started restructuring their corporate strategies and opting different sets of business strategies to support the newly obtained restructured strategies. Moreover, some of them are thinking about obtaining growth strategies to reduce the loss due to this pandemic. Thus Human resource management policies and procedures should act accordingly and support achieving those strategic plans. Manpower planning constitutes a huge implication in such purpose and hence this assignment will allow you to indulge into that thinking process and align your learning with practical implication through proper reading and analyzing. Task 1: Technology-driven work strategy-New challenge for HR Since 2000, we have seen the speed and scale of change continue to accelerate, with technological advances bringing bigger and bolder changes in shorter windows of time, which is minimizing human efforts in organizations. Artificial Intelligence is offering great deal in this regard. As Covid-19 is severely affecting workplace procedures and it is transmitting individual to individual, a lot of organizations are considering integration of Al more rather than human contribution. So, one of the greatest challenge lies ahead of HRM is to find the answer between Human centered vs. technology driven work procedure. Your tasks are: To study the actual situation in workplaces and identify what different sorts of restructuring strategies that organizations are considering regarding such issues. Describe your logics in regard to the argument "Human centered or technology driven". Identify the potential challenges that a HR executive will confront in post-pandemic era. Recommend potential manpower planning process to overcome those challenges. Task 2: Condition of Mental Health after Business Resumption-New Challenge for HR As corporate leaders develop thoughtful strategies to resume business operations, bringing employees back to work in a manner that protects not only their physical, but also their mental health, should be considered part of a holistic business resumption framework. Concern for the ongoing mental health and resilience of the workforce is accentuated by the knowledge that many employees are not operating at pre-lockdown levels of mental wellness. In fact, a recent survey revealed that 41.6% of respondents reported a decline in mental health since the COVID-19 outbreak. And while there is a clear cost associated with mental illness - the World Health Organization estimates untreated mental illness in the workplace carries a $1 trillion cost annually due to absenteeism, loss of productivity, and stress-related turnover - more important is the suffering it exacts on the corporation's greatest asset: its people. So, one of the greatest challenges lies ahead of HRM is to find the answers regarding Mental Health friendly work procedure. Your tasks are: To study the actual situation in workplaces and identify what different sorts of restructuring strategies that organizations are considering regarding mental health. Illustrate your findings and provide justification about the role of HR shaping employee mental health. Elucidate the challenges of employee mental health and what manpower strategies should HR implement to confront these challenges in post pandemic era. Recommend suggestions for HR department to develop better culture and overcoming Covid -19 insecurity among employees. Task 3: Planning Proper Layoff's- New Challenge for HR In this unprecedented COVID-19 world, employers may need to consider layoffs, furloughs, or even golden handshake to get through to the other side (whenever that comes). As the situation is not going to recover overnight HR department might have to place proper strategies to plan how to layoff effectively and according to the labor law. Moreover, due to high rate of termination and golden handshakes, existing employees are also uncertain about their foreseeable future. Hence, HR is facing with a challenge to reduce these numbers of termination and the same time keeping their existing workforce engaged in organizational objectivity So, one of the greatest challenge lies ahead of HRM is to find the answers of how terminating employees help an organization recover their loss and keep moving. Your tasks are: To study the actual situation in workplaces and identify what different sorts of restructuring strategies that organizations are considering regarding employee termination or layoff. Critically evaluate the strategy of laying off for organizational survival. Identify the challenges that HR department will face due to the huge number of termination caused by this pandemic. Recommend suggestions for HR department on how to motivate existing employees about future uncertainty. Task 4: Return to Work Plans- New Challenge for HR One of the biggest challenges organizations will likely to face in recovery phrase from tension between getting back to work and rethinking work as they embrace a new reality after Covid-19 is the return to work plan. How leaders and organizations handle the recovery may define their brands for years to come, and ultimately whether they are truly operating as a social enterprise. HR department in most of the organizations are working as strategic operation partner to facilitate returning employees to adapt the new normal. So, one of the greatest challenge lies ahead of HRM is to find the answers on how to assist and prepare returning employees back to the workplace and extract the best out of them. Your tasks are: = To study the actual situation in workplaces and identify what different sorts of restructuring strategies that organizations are considering regarding returning employees and new work procedures. Critically evaluate how different organizations are crafting strategies for safety measurements due to Covid-19. Elucidate challenges of HR department to ensure employee trust regarding safeguarding against Covid-19 in organization. Recommend suggestions for HR department on how to formulate effective yet efficient return to work policy. Task 5: Nurturing Culture for dispersed workplace- New Challenge for HR Workers and business leaders helieve a strong and well-defined organizational culture is critical to long- term success. It sets the organization's identity, helps form its mission and gives employees at all levels a sense of identity and purpose in their work. But culture is also vulnerable in times of crisis when decisions are being made on the fly and financial survival takes priority over almost everything else. Moreover due to Covid-19 most of the organizations have opted to work from home, which leads to employee distance, and cause less participation of employees in organizational strategic plan. Although organizations are taking initiatives to arrange virtual meetings, webinar and video conferencing to connect employees on a regular basis but the result is still obscure. Hence, HR department is going to play a pivotal role in establishing new strategies to formulate a culture that enables employees to become more engaged while being working in a dispersed manner. So, one of the greatest challenge lies ahead of HRM is to find the answers on how to craft new organizational culture that will foster employee connectivity and engagement in this pandemic. Your tasks are: To study the actual situation in workplaces and identify what different sorts of restructuring strategies that organizations are considering regarding creating new organizational culture while working remotely. Critically evaluate the procedures that organizations are following to keep employees connected. Identify the potential challenges that HR department are facing in building this new work culture during this pandemic. = Recommend suggestions for HR department on how to formulate new strategy or plan to build workplace culture, which will fulfill the contemporary demand caused by Covid-19. Task 6: Change in HR practices (Talent acquisition, Employee Retention, Knowledge Sharing, etc) to confront uncertainty in future- New Challenge for HR As workforce strategies and operations have evolved over the past decade, many workforce metrics and governance have not kept pace. Today, new metrics are needed to enable forward-looking insights on every trend shaping human capital if leaders are to gain the perspective they need to be able to anticipate and meet the challenges posed by today's rapidly changing environment. Moreover, due to this pandemic a lot of organizations have learned a great deal for future planning. HR practices will thus have to go through huge moderation for upcoming future. For instance, it was clearly visible from a lot of renewed organizations strategy, which took employee reduction as their frontline weapon to subsist during Covid-19. Therefore organizations will have to rebuild their job description and job specification in a new way. Hence, HRM practices such as talent acquisition, succession management, employee retention, and knowledge sharing capabilities will have to go through new planning for future uncertainty. So, one of the greatest challenge lies ahead of HRM is to find answers on how to reshape these activities to confront future uncertainty. Your tasks are: To study the actual situation in workplaces and identify what different sorts of restructuring strategies that organizations are considering regarding shaping HRM practices for future. What changes might come to affect in terms of new job description and job specification in the employment. Which strategies HR should consider, through different HR policies to minimize any such losses caused by Covid-19 in regard to employee management. Task 7: Reshaping Compensation Management-Efficiency vs. Motivation/Involvement In this unprecedented COVID-19 world, employers may need to consider layoffs, furloughs, or even golden handshake to get through to the other side (whenever that comes). As the situation is not going to recover overnight organizations are considering restructuring their compensation plan to subsist during this pandemic. Rapid changes in the nature of work are adding new demands and pressures on compensation strategies and programs. As a consequence, many organizations are stuck in a seemingly endless cycle of compensation reviews, reforms, and rollouts. To take bold action in the face of uncertainty, many organizations were forced to cut salary rise, increment, commission and other monetary rewards. On the contrary, some business leaders are arguing that without proper implementation of attracting compensation plan and offerings it is hard for organizations to keep employees motivated and involved in the post Covid- 19 era as more or less almost every worker in this world will be affected economically due to this pandemic. So, one of the greatest challenge lies ahead of HRM is to find answers on how to restructure reward policies so that the are efficient yet effective for motivating employees. Your tasks are: To study and illustrate how compensation was affected due to Cuvid-19 in different organizations. = To identify potential strategic options for reward policies to overcome the loss caused by Covid- 19. To elucidate challenges of HR department to formulate compensation plan, which will be efficient, yet enable to motivate employees. Task 8: Challenges of Learning and Reinforcement-New Challenge in Training and Development. Social distancing has become the norm in many parts of the world, impacting the way that companies operate from day to day during this pandemic. In a manual called "Guidance on Preparing Workplaces for COVID-19," the U.S. Occupational Safety and Health Administration (OSHA) encouraged organizations to create an infectious disease preparedness and response plan, which included addressing the need for social distancing, staggered work shifts, downsizing operations, delivering services remotely and other exposure-reducing measures. It also recommended minimizing contact among workers, clients and customers by replacing face-to-face meetings with virtual communications and implementing telework if feasible. Moreover, as significant number of organizations has asked their employees to return to the workplace, the necessity for proper training for health purpose is indispensable. Furthermore, the remark that this pandemic will leave for this generation will stay for future, which is going to change the nature of learning and reinforcing employees in the workplace forever. Most of the organizations are choosing virtual training platforms more than physical interaction. So, one of the greatest challenge lies ahead of HRM is to find answers on how to create a culture of amicable learning and reinforcement policies for their employees. Your tasks are: = To study how different organizations are providing training to their employees on different topics during this pandemic. = Critically evaluate new training and development strategies (Virtual Training). Identify the challenges that HR department is facing in implementing training and development procedures for dispersed workforce. Recommend HR strategy to use training and development for facilitating corporate strategy of the organization. Task 9: How HR leadership (Governance) is evolving due to Covid-19. In face of the unprecedented challenges that the COVID-19 crisis has imposed on businesses, the leaders of the Human Resources (HR) function have become the primary guardians of the health, safety, and wellbeing of employees. Leaders have always had to balance the immediate short-term needs of the business with the long-term strategies and vision. This paradox of leadership is especially true as companies recover from the COVID-19 pandemic. Leaders need to formulate return-to-work plans and adjust work processes for the short-term recovery of operations but also discern what longer-term impacts this pandemic will have overall. Right now, organizations are focused on how to return to a reasonable level of work as states begin to allow for more business operations. One method for this formulation is scenario planning. While all leaders are trying to determine which effects from this pandemic are temporary and which are true business shifts, HR leaders should consider different ways of acquiring, developing and rewarding employees to sustain in any future unprecedented circumstances. Therefore, future of work has encapsulated a variety of trends from artificial intelligence to the war for talent in both developing and developed countries due to this pandemic; hence the role of HR leader will evolve accordingly. Your tasks are To study how HR leadership have become true business partner in restructuring overall corporate strategies during Covid-19. Critically evaluate the role of HR leaders in dealing with uncertain complexities such as Covid-19. Identify which strategies leaders are adapting for manpower planning and illustrate challenges associated with these. Task 10: Stress Management-A new challenge for HR. As a result of the COVID-19 pandemic, many businesses closed their doors, leading to a dramatic increase in the national unemployment rate "the largest over-the-month increase in the rate since January 1975," according to the U.S. Bureau of Labor and Statistics. For businesses still operating, there's plenty of workplace stress due to COVID-19, from adapting to new working arrangements, having the kids home, employees getting sick, and much more. Because many employees are experiencing stress unlike they've had to face before, they'll need their human resources representatives to help them through both the obvious and less obvious challenges. Normally, working from home offers many benefits, from increased productivity to better work-life balance. But this situation isn't normal. Many businesses have had to transition practically overnight to a fully remote workforce, meaning that it's not just a few people here and there calling in to meetings. It's everyone having to figure out how to communicate and work together in this new arrangement. Stress regarding new ways of working, stress regarding salary and rewards, stress of losing near ones, stress caused by fear of Covid-19 all are contributing huge pressure on employee attitude. So, one of the greatest challenge lies ahead of HRM is to find answers on how to create an amicable culture and specific policies for employee stress management. Your tasks are To study the present scenario of stress among employees regarding employment issues caused by Covid-19 Critically evaluate existing HR policies regarding Stress management and comment whether they are sufficient to handle situation caused by Covid-19. Identify potential reasons of employment stress and recommend suggestions regarding stress management What new HR strategies you should apply to facilitate stress management procedures in post Covid-19 era