Formal Report or Proposal: Final Draft

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Running Head:

ROUGH DRAFT

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Rough Draft

ELYES OUECHTATI

DeVry University

ENGL216 Technical Writing

Professor Raquel Wanzo

Feb 13th, 2022

Contents

Executive Summary 3
Introduction 3

Impact of HRM motivation on employees’ performance after COVID-19 Outbreak in business organizations

Executive Summary

It’s challenging for managers and HR professionals to develop new solutions for keeping their businesses afloat while also assisting their employees in coping with this unique circumstance in light of the COVID-19 (Akbarpour, 2020). There has been little research into the influence of the financial crisis on human resource management. To widen management research, this study looked at all of the studies that looked at the COVID-19 and how it affected human resource management. New pandemics bring both obstacles and opportunities; therefore, this research analyzes those concerns and makes recommendations for managing them. As a result, scientists must issue early warnings to businesses and governments to prepare for future pandemics. It’s also crucial to figure out how COVID-19 affects human resource management, the difficulties and opportunities that exist, and what the future of HRM will look like. It tries to fill in the gaps created by a lack of management research.

Introduction

Many individuals are terrified and worried due to the international health calamity known as COVID-19. It has significantly impacted how people live, work, and do business for millennia (Akbarpour, 2020). A severe acute respiratory syndrome coronavirus pandemics broke out in Wuhan, China, in December 2019. (SARS-Co2). The virus spread quickly, and the World Health Organization declared it a worldwide pandemic on March 11, 2020, owing to its fast spread. That’s exactly what it says (WHO, 2020)

These countries have used several non-pharmacological methods, such as social isolation, to restrict the spread of the COVID-19 virus. It was agreed to impose travel restrictions, cancel flights for an extended period, quarantine individuals, and close schools, universities, non-essential businesses, and non-governmental organizations. During COVID-19, there was a lot of talk on the future of work, which needed organizations to be more inventive and creative. It has hastened the collapse of human resource management and the implementation of future scenarios. Human resource management practices are being rethought, and thinking about how firms manage their personnel occurs. They consider current information technology a critical component in their long-term survival and success. Several governments have enacted new legislation to support firms due to this quick and unexpected expansion. In Germany, recent new legislation has made it easier for businesses to use video conferencing in two locations when working from home. As a result, working from home has become commonplace in the workplace. Some experts feel that demonstrating that all organizations operating remotely will continue to do so after COVID-19 is more vital (Brooks, 2020).

Although remote work has disadvantages, it allows workers to work more flexible hours, save money on travel, gain more professional autonomy, and master new technologies. Cost reductions and better utilization of scarce resources like office space are also advantages. True, some nations, like Korea’s, look to non-contact businesses like telecom, remote support, and online education as potential sources of future economic development.

The COVID-19 pandemic substantially influenced worldwide economic activity, with several nations experiencing considerable increases in unemployment (World Economic Forum, 2020). These were only a few actions (World Economic Forum, 2020). At the World Economic Forum in 2020, this will be the case (Gao, 2020). According to the Bureau of Labor Statistics, over 30 million Americans and 1.76 million Japanese are now unemployed. According to Gourinchas, almost half of the workforce may be unable to work for a prolonged time due to COVID-19.

Small businesses have started to reopen, but under unusual circumstances and with a new way of working, no one knows when will come to an end due to the present economic slowdown. For example, there is a lot of physical distance between coworkers in the office. They needed to develop new ways to keep businesses functioning while also assisting their employees in dealing with the unique situation that the epidemic had created for management and human resources (HRM). Because there isn’t much study on how COVID-19 affects human resource management and what it may do for businesses, managers and HR professionals need to know how to deal with COVID-19 successfully and efficiently and how to aid their employees and keep their businesses functioning (Akbarpour,  2020). Because they lack the essential experience, many companies cannot deal with issues. As a result, scientists must issue early warnings to businesses and governments to prepare for future pandemics. It’s also crucial to figure out how COVID-19 affects human resource management, the difficulties and opportunities that exist, and what the future of HRM will look like. It tries to fill in the gaps created by a lack of management research.

References

Akbarpour, M., Cook, C., Marzuoli, A., Mongey, S., Nagaraj, A., Saccarola, M., Yang, H. (2020) Socioeconomic Network Heterogeneity and Pandemic Policy Response. The University of Chicago, Becker Friedman Institute for Economics Working Paper (2020-75).

Brooks, S. K., Webster, R. K., Smith, L. E., Woodland, L., Wessely, S., Greenberg, N., & Rubin, G. J. (2020). The psychological impact of quarantine and how to reduce it: Rapid review of the evidence. 

Gao, J., Zheng, P., Jia, Y., Chen, H., Mao, Y., Chen, S., … Dai, J. (2020). Mental health problems and social media exposure during COVID-19 outbreak. PLoS One, 15(4), e0231924.

Your Final Draft for your Formal Report or Proposal is due this week. For more information on how to complete this assignment, consult the Formal Report or Proposal Overview page in the Introduction & Resources Module.

You will be graded based on the rubric below.

Don’t forget to submit your assignment.

Rubric

Week 7: Formal Report or Proposal: Final Draft Grading Rubric

20 to >0.0 pts

Full Marks

0 pts

No Marks

20 pts

20 to >0.0 pts

Full Marks

0 pts

No Marks

20 pts

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