Remote Work and Hybrid Models: HR Challenges and Opportunities
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Although this concept is a new experience for the world with the COVID-19 epidemic, this is a concept that existed in some countries of the world in a small way, but this is an extremely fresh action for Sri Lanka, and this brought an advantage to the business by reducing the overhead costs to some extent. , but to measure the efficiency of employees brought some problems for human resource management (HRM), here I am looking forward to talk about it and I invite you to give your valuable comments through the comment column below.
The main problem that arises here is that there is an
obstacle to maintaining the unity of the employees, due to the lack of personal
interaction, the employees are observed to lose their sense of team. Therefore,
human resource departments should regularly organize activities for this (Wang
et al., 2021) eg - making it mandatory to visit the service station once a
week.
Performance management is another critical issue. I
mentioned this earlier that HR should shift to measuring output and results,
ensuring that employees are productive regardless of where they work (Bartsch
et al., 2020). Moreover, hybrid models can create unequal access to
opportunities between on-site and remote workers. HR needs to ensure fairness
in promotions, training and recognition across both work environments.
Conclusion
Remote and hybrid work models introduce both challenges and
opportunities for HRM. Effective policies will be critical to navigating this
evolving work landscape. HR professionals must address issues such as employee
engagement and performance management, and they can use these models to attract
diverse talent and reduce operating costs.
Reflection
At seylan Bank, remote working during the pandemic
highlighted both challenges and benefits. But working from home is not
practical for a bank, but it was mandatory for technology teams.
References
- Bartsch, S., Weber, E., Büttgen, M., & Huber, A.
(2020). Leadership matters in crisis-induced digital transformation: How to
lead service employees effectively during the COVID-19 pandemic. Journal of
Service Management, 32(1), 71-84.
- Biron, M., Peretz, H., & Turgeman-Lupo, K. (2021). Trait
optimism and work from home adjustment in the COVID-19 pandemic. Journal of
Business Research, 124, 20-29.
- Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving
effective remote working during the COVID-19 pandemic. Applied Psychology,
70(1), 16-59.
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ReplyDeleteThis post highlights key challenges and opportunities of remote and hybrid work in Sri Lanka. I agree that HR needs to focus on keeping team unity and ensuring fair performance management, as these changes can significantly affect employee engagement and culture.
Excellent analysis on the evolving HR challenges due to hybrid work models. You’ve clearly highlighted the benefits and the critical issues that need to be addressed, such as maintaining team unity and fair performance management. Your practical suggestions, like regular team-building activities and output-focused performance metrics, are spot on. Looking forward to more of your insightful discussions!
ReplyDeleteRemote work brings cost advantages but challenges unity and performance management. HR must foster team cohesion and ensure fair opportunities for both remote and on-site employees.
ReplyDeleteRemote working and GIG economy are the main areas developed in pandemic situation and it results unexpected challenges to the HRM professionals. The article is a good illustration for the environment and the recommend actions to overcome the challenges. Excellent work.
ReplyDeleteThis post is about that while effective leadership and individual traits such as optimism were deemed indispensable to ensure work from home during the COVID19 pandemic proper comprehension of these issues will help the organization get attuned to digital transformations and engage the workforce or retain their productivity in such tumultuous times.
ReplyDeleteThe difficulties HRM is facing in the wake of the COVID-19 epidemic are highlighted in this blog, especially with regard to performance management in hybrid work models and employee unity. I like the idea of planning frequent team-building exercises to keep employees connected. well done!
ReplyDeleteIt elaborates well on the challenges of remote and hybrid models of work in Sri Lanka, especially regarding employee engagement and performance management. By emphasizing periodic team interactions and equal opportunities for all, it elaborated some very valuable strategies to drive HRM toward team cohesion and productivity improvement in this dynamic environment.
ReplyDelete"Great post! Remote work and hybrid models bring unique challenges for HR, but also open doors for flexibility and innovation. It’s exciting to see how HR adapts to this shift!"
ReplyDeleteWell articulated that how remote and hybrid work models offer exciting possibilities for HR to foster a more flexible and diverse workplace. Job well done!
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