CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The COVID-19 pandemic has really changed everyone's lives around the world. People and organisations have really felt the surprise of a lockdown and the worry of not knowing what will occur next. This pandemic has created a complicated and challenging environment for managers and people that work in human resource management (HRM) (Gigauri, 2020). They had to develop innovative methods to always keep their business going and help their employees handle the difficulties of this never-before-seen situation. And successfully managing the same circumstance in the future.
When the crisis initially broke out, HR contributed in organising the COVID-19 reaction at the business level. By showing the benefits of investing in versatile and dependable HR processes and structures, HR has been the driving force in maintaining the labor force and firm involved, productive, and resilient. Regardless of how challenging the COVID-19 issue has been, it has also provided HR an unusual possibility to rebuild and take the initiative in promoting organisational stability and strength. The time has come for HR to reconsider not just its own future but likewise the future of the organisation by reimagining work, workforces, and environments since we have moved past the reaction stage. To respond to these herculean difficulties, there are very few studies on the impacts of COVID-19 on HRM, its difficulties, and its possible chances for HRM in organisations. Nevertheless, supervisors and HRM practitioners require information that will help them make it through this crisis efficiently and effectively so they can aid their workers and keep their company's business going. As a matter of fact, many organisations are not prepared enough to deal with crises when they occur. This is why it is crucial for scientists to help organisations by providing information regarding this new pandemic.
Human Resource Management as a technique of evaluating and managing an organization's human resource should ensure the fulfillment of its strategic goals. As illustrated by Dessler (2014) the policies and methods associated with completing the human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising makes up HRM. HRM is likewise a system of activities and techniques that focus on effectively managing employees in the least levels of an organization to realize organizational objectives (Byars and Rue, 2006). Employees are the human resource of an organization and its most valuable asset. To attain success a company should take employee productivity as a major objective. The degree of efficiency can differ counting on the skill levels of employees demonstrate in their jobs and for that reason the satisfaction levels of the employees with the organization and their jobs (Byars and Rue, 2006).
Human Resource Management is interested in individuals dimension in management. Since every organization is made up people, acquiring their services, developing their skills, inspiring them to high degrees of efficiency, and making sure that they continue to maintain their commitment to the organization are important for accomplishing organizational goals (Decenzo David A. & Stephen Robbins P., 2016).
The COVID-19 force to adjust to and handle radical changes happening within the work and social pandemic has produced an extremely thought-provoking environment for human resource management (HRM) with managers having to rapidly venture into the unknowns as they aim to help their labor setting. For instance, employees that formerly spent all or most of their time working within their organization's physical boundaries currently have to quickly suit remote work environments. Because of shelter in place orders and the closure of non-essential businesses, also those that may be well adapted to remote working conditions are currently confronted with their unique challenges many thanks to an inability to search for alternative workspaces (e.g., cafés, libraries, co-working-spaces) beyond your home itself. This has most likely further restricted the segmentation between work and private spheres leading to greater problems in "unplugging" from work demands (Chawla, MacGowan, Gabriel, & Podsakoff, 2020).
So, the primary objective of this study is to discover how COVID-19 impacts HRM and what their role in shaping the organisation post Covid-19. To determine what are the greatest problems and opportunities are, and to provide an idea of where HRM is going in the future. From a scientific perspective, the objective of this study is to broaden the scope of management research, since there are very few literature on this subject.
1.2 Statement of the Problem
The covid-19 pandemic took the world and organizations by shock which resulted in shutdown of lots of sectors around the world. Covid-19 has made HR managers to think outside the box creating ways by ensuring that the organization meets it demand in regards to performance and efficiency of the organization. Lots of organizations experienced a blow as a result of neglect of the Covid-19 pandemic as a result of their HR manager not been able to find a way of ensuring that the employees are catered for and in many cases get infected by the virus that led to complete shutdown of the businesses. The manifestation of the pandemic led to the shutdown of lots of business sectors around the world. Manufacturing companies in U.S like the automakers in Detroit announced a total factory shutdown following news that employees at several automobile plants had tested positive for covid-19. HR managers have attempted to provide a solution to adapt to the worldwide pandemic however there are still some difficulties at the same time. This research seeks to solve the effect of the covid-19 pandemic on human resource management and the role changes of HR manager in an organization.
1.3 Objectives of the Study
The main aim of this study is to investigate the impact of Covid-19 pandemic and the changing nature of work on human resource management by using Silver Bird Cinemas, Uyo, Akwa Ibom State as a case study. However, the specific objectives include:
i) To understand the impact of Covid-19 pandemic on training and development at Silver Bird Cinemas, Uyo.
ii) To determine the impact of Covid-19 pandemic on the compensation and reward system at Silver Bird Cinemas, Uyo.
iii) To establish the effect of Covid-19 pandemic on the recruitment and selection at Silver Bird Cinemas, Uyo.
1.4 Research Questions
The following statements are the research questions that this study aimed to provide answers to:
i) What is the impact of Covid-19 pandemic on training and development at Silver Bird Cinemas, Uyo?
ii) What is the impact of Covid-19 pandemic on the compensation and reward system at Silver Bird Cinemas, Uyo?
iii) What is the effect of Covid-19 pandemic on the recruitment and selection at Silver Bird Cinemas, Uyo?
1.5 Research Hypotheses
The following statements are the research hypotheses for this study:
i) There is no significant relationship between Covid-19 pandemic and training and development at Silver Bird Cinemas, Uyo.
ii) There is a significant correlation between Covid-19 pandemic and the compensation and reward system at Silver Bird Cinemas, Uyo.
iii) There is no significant correlation between Covid-19 pandemic and the recruitment and selection at Silver Bird Cinemas, Uyo.
1.6 Significance of the Study
At the same time, the current grand challenge of COVID-19 provides an appropriate moment for management scholars to coordinate research efforts and turn them into actionable insights to support organizations in tackling one of the greatest challenges in modern history. It also offers scholars the exciting opportunity to look across disciplines for guidance and inspiration so that the unique HRM issues organizations currently face can be managed in an integrative way. For even if potential solutions exist, this global problem requires coordinated and integrated (research) action.
In this regard the current study is expected to provide actionable insights to support Silver Bird Cinemas, Uyo and other organisations in tackling the challenges facing the university. In addition, it will add to existing stock of literature in examining the nexus between HR practices and Pandemic thereby sighting further study on the area given the urgency of the case at hand and its wide impact.
1.7 Scope of the Study
The scope of this study is to address the impact of Covid-19 pandemic and the changing nature of work on human resource management by using Silver Bird Cinemas, Uyo, Akwa Ibom State in terms of resource availability. The study is mainly delimited and focused on the staff and administrative staff of the organisation.
1.8 Limitations of the Study
It is known that time and financial constraints would make it difficult in taking a large sample size, and unmanageable to include all broadcasting organisations. Therefore, the scope of this research will be delimited geographically to employees of the Silver Bird Cinemas, Uyo, Akwa Ibom State. So for the applicability of the study results all over the broadcasting organisations needs further study.
