Tuesday, April 12, 2022

Impact of the COVID – 19 pandemic on performance management of employee

                                                                 


Introduction 

Nearly two years after the outbreak began, COVID-19 has affected almost every business in the world, but even within countries and industries, performance has changed widely. According to Naveen and Anders (2020), the current eruption has had severe economic consequences around the world and does not appear to be affecting any country. One of the biggest challenges business entities faced is managing their people effectively. Managing People refers to the process of attracting, selecting, and retaining talented individuals in achieving organizational goals and it has been significantly impacted by the COVID-19 (Campello, 2020). These impacts are challenging certain areas of HRM functions such as staffing, managing performances, staff development and training, compensation management, health management, and safety. And also employees relations. The process of identifying people, and measuring and developing the performances of these individuals and groups are identified as performance management (Aquinis, 2019). As Ismail & Gali (2017), it is a vital factor to ensure that organization’s strategic goals are aligned with the employees’ performance. However, it seems the spread of COVID-19 has also changed the performance management of organizations.

 

 


Figure -01  (Cohen, 2020)

 According to several authors, many organizations were overwhelmed by the challenges as a result of COVID-19, employee performance measurement, and performance-based wage disruption, they have reduced or abandoned performance management due to the complexity and novelty of this epidemic (Aquinis & Burgi, 2020). Workplace isolation, lack of communication, family distractions, overwork, and occupational stressors (role ambiguity, role conflict, occupational and job control) Emerging from COVID-19, there are significant predictions of employee performance, mainly among employees working from home. Also, employee performance over time in remote work depends on managers' understanding of how and what to do Manage a remote group. The management of the organization should communicate important information with their employees, gather useful business data, and should give feedback to them. This will help in retaining their talents and avoid any disputes. As Ngoc Su et.al (Ngoc, et al., 2021)

COVID – 19 pandemic on performance management of employee

 


Introduced such interventions triggered by the COVID-19 eruption Employee behavioral changes can transition with multiple Temporary to long-lasting locks. Line managers, team leaders, And human resource professionals are very concerned about Behavioral changes as they may affect the emotional impact of employees, Cognitive and physical well-being can ultimately have an impact on the Distribution and performance (Graves, 2020). As explained by (Hellen, 2022). Effective performance management is the process of creating a work environment in which people can perform to the best of their ability. This will include a formal performance appraisal, but will also include general performance activities that play a significant role in activating high performance. These include:


  • Goal Setting - Goal setting should not simply be the preservation of a formal performance management system. Setting short-term goals continuously can be an important motivator for staff members. It provides a role-playing explanation that allows the employee to prioritize their work. This is especially important when working remotely, which usually gives the employee more flexibility to manage his workday (Hellen, 2022).

  • One to one meeting - Time for an employee to raise hidden issues or challenges when working from home. For each meeting to be effective, the manager must set aside time to come up with and adjust to the needs and priorities of the employees. Individual meetings can be short (15 - 20 minutes) and having a set agenda ensures the readiness of both parties before each meeting (Hellen, 2022).

  • Feedback - High-performance people tend to call often, however, all employees should receive feedback on their achievements. By identifying progress as well as achievements, the manager can identify creative feedback for all team members (Hellen, 2022).

  • Role of recognition - Several factors influence an organization's approach to evaluating formal performance in 2020. In some organizations, formal performance appraisals are linked to pay progress and/or bonuses specified in company contracts or employment contracts. Formal evaluation ratings can also feed into career progress and development decisions (Hellen, 2022).

By considering the government advice Maliban Biscuit Manufacturers ( Pvt) LTD took precautions to minimize the positive cases such as,

·         Implementation of the medical unit to facilitate positive case /PCR unit.

·         The restrictions of company layout according to the health department

·         Provided all sanitary needs (Gloves, Mask, and sanitizer)

·         Provision of Work from Home.

 

References

Anon., n.d. s.l.:s.n.

Aquinas, H., 2019. Performance management for dummies. New Jersey: John Wiley & Sons.

Aquinas, H. & Burgi, -T. J., 2020. Measuring performance during crises and beyond. s.l.: Bus Horiz.

Campello, M., & Kankanlli, G. & Muthukrishnan, P., 2020. Corporate hiring under Covid -19. National Bureau of Economic Research.

Cohen, B., 2020. https://cporising.com/. [Online]
Available at: https://cporising.com/2020/07/22/the-impact-of-the-covid-19-pandemic-on-overall-business-operations/
[Accessed 11 April 2022].

Graves, L. &. Karabayeya, A., 2020. Managing virtual workers - strategies for success. IEEE Engineering Management Review, 48(2), pp. 166-172.

Hellen, C., 2022. www.ibec.ie. [Online]
Available at: https://www.ibec.ie/employer-hub/hr-management-guide/performance-management/implementation-guidelines/performance-management-during-a-pandemic
[Accessed 11 April 2022].

Ismail, H. &. Gali. N., 2017. Relationship among performance appraisal satisfaction. Journal of Management & Organization, 23(3), pp. 356-372.

Ngoc, D., Luc, D. & Thi Huynh, H. N. H., 2021. Enhancing resilience in the Covid-19 crisis. Lessons from human resources management practices in Vietnam, pp. 1-17.
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5 comments:

  1. Rohitha SamarathungeApril 15, 2022 at 9:47 PM

    The COVID-19 pandemic has resulted in significant management challenges including hiring freezes and layoffs; salary freezes canceled bonuses, and pay reductions; how to work is done and increased employee stress and burnout. Also, COVID-19 has made it evident that many organizations do not implement state-of-the-science performance management systems and, instead, have just performance appraisal systems that typically involve a once-a-year evaluation and review, little effort to provide feedback and coaching on an ongoing basis, little alignment between employee performance and the organization’s strategic goals, a focus on past performance only, and ownership by the human resources function instead of those rating and is rated. Thus, the lack of value contributed by the usual performance evaluation and review process is the reason why so many organizations are postponing or even completely discontinuing performance evaluations.
    References:
    Aguinis, H. and Burgi-Tian, J., 2021. Talent management challenges during COVID-19 and beyond: Performance management to the rescue. BRQ Business Research Quarterly, 24(3), pp.233-240

    ReplyDelete
  2. Kasun WarnapuraApril 26, 2022 at 3:03 PM

    Employees are an important factor, contributing to increasing productivity in and supporting the progress of organizations. In the current context, the COVID-19 pandemic does have a serious impact on employees. Negatively and directly or indirectly, all employees in all organizations have been affected by COVID-19, are being affected or will be affected by this pandemic; there are no employees working in any organization that is immune to coronavirus.The COVID-19 pandemic caused, in the last two years, a lot of uncertainty for organizations and their employees, causing them to change the rules relating to working. As the pandemic has spread, social distancing and remote working has become the new normality, still raising concerns and questions about the impact on peoples’ health and work performance among managers and employees.

    References:
    Popa,J.,Stefan,S.C.,Olariu,A.A.,Popa,S.S.and Popa,C.F., Modelling the COVID-19 Pandemic Effects on Employees’ Health and Performance: A PLS-SEM Mediation Approach.Int J Environ Res Public Health. 2022 Feb; 19(3): 1865

    ReplyDelete
  3. maduwanthisilva.blogspot.comApril 28, 2022 at 11:21 PM

    The outbreak of covid 19 pandemic caused worst global recession recently. Most of business organisations change their working models to hybrid model or working at home model to continue their services. But they couldn't avoid the decline in overall performance of the companies. Some industries greatly affected by this unexpected pandemic situation. As the result some countries suffered by corporate bankruptcies and job losses. (Fu and Shen,2020)

    ReplyDelete
  4. Geethal PereraApril 30, 2022 at 9:52 PM

    Here I emphasize the importance of effective communication in such a situation as a pandemic. Ensuring effective communication with employees. The way leaders behave in critical situations leaves a lasting mark on their companies and individuals. Therefore, consistent and effective communication and interaction with employees can strengthen the company and enhance its culture. Remember to think about the future. If there is an interruption, recovery will also take place.

    ReplyDelete
  5. sampathJMay 3, 2022 at 10:11 PM

    As the COVID-19 pandemic arises sensitive subjects to be taken into consideration, including changing work models, job security and prospects, impact on staffing, and tension in the work environment, it is important for you to keep your people’s spirit up. During these crucial times. With COVID-19 hitting the world of work from multiple directions, organizations are presented with new challenges like closed offices, scaling down business operations and the need for employees to work remotely. This changed business environment calls for organizations to be agile and adaptive. We believe that organizations need to change their philosophy of performance management to be able to bring about this change of culture of work from home and manage it well, without affecting the overall organizational performance.

    ReplyDelete

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