The purpose of this research was to investigate the impact of Covid-19 on the human resource management practices used in Bangladesh. In conclusion, the purpose of the research is to provide insight into the effectiveness of personnel management practices during a crisis and beyond.
CRITICAL ANALYSIS OF PREVIOUS RESEARCH
HR PRACTICES BEFORE COVID-19 IN LOCAL ORGANIZATIONS
In Bangladesh, human resource management techniques have placed a significant emphasis on ensuring that employees comply with all applicable labor rules and regulations. Before the outbreak of the Covid-19 epidemic in Bangladesh, human resource management methods were centered on the goals of recruiting and retaining people, improving employee skills, cultivating good employee relations, and maintaining compliance with labor regulations.
IMPACT OF COVID-19 ON HRM PRACTICES IN BANGLADESH
The epidemic has also brought attention to the need to ensure the health and safety of one's workforce. Due to the pandemic causing a significant amount of stress and worry, organizations have been forced to develop new policies and programs to aid the well-being of their employees.
CHALLENGES FACED BY ORGANIZATIONS IN MANAGING HR DURING COVID-19
Employee Protection: Because the epidemic has not yet been contained, companies have been forced to put in place additional safety procedures to protect their staff from the infection. Workforce management: As a result of the pandemic's impact on the economy, companies have been forced to exercise more caution in managing their employees.
RESEARCH DESIGN
Compliance with laws and regulations: As a result of the epidemic, significant changes have been made to the laws and regulations governing the labor market. Overall, in the course of the Covid-19 epidemic, organizations in Bangladesh have faced major challenges related to managing their workforce.
DATA COLLECTION METHOD AND ANALYSIS METHOD
Quantitative Data Analysis: In this part of the process, the survey responses will be analyzed using statistical techniques to discover patterns and trends in the data. Integration of findings: To provide a thorough understanding of the impact that Covid-19 had on HR practices in Bangladesh, the qualitative and quantitative data collected had to be combined. Ethics: permission from the relevant ethics committee would be obtained and participants would be informed of the purpose of the research, the procedures and their ability to withdraw from the study at any time.
Limitations: Limitations of the research will be discussed, including the possibility of bias in participant selection, the limited generalizability of the findings due to the sample size and sampling procedure, and the potential for bias in other aspects of the study. Reporting: The results of the research would be published in a way that was both clear and concise, with appropriate references for the data analysis and interpretation. During the current outbreak of the Covid-19 virus in Bangladesh, the study will provide advice to organizations on how to successfully manage their HR practices.
QUANTITATIVE DATA ANALYSIS
Survey can be an option for the quantitative data analysis approach for studying the impact of COVID-19 on the management practices of human resources in Bangladesh. This equation will show the relationship that exists between the dependent variable and each of the independent variables. In addition, the coefficient of determination, commonly known as R2, will be calculated to find out what fraction of the total variation in the dependent variable can be accounted for by the variables in the independent groups.
The severity of the pandemic's impact on the organization, staff demographics, employee demographic practices, and organizational size are independent factors. The intensity of the effect that the pandemic has on an organization can vary depending on a number of circumstances. Overall, the severity of the effect the pandemic will have on an organization will depend on a number of circumstances, and it is possible that significant adjustments will need to be made to corporate operations and plans in order to accommodate the new reality.
Questionnaire
How organizations have adapted their training and development programs to meet the needs of employees during the pandemic. What role have unions or employee associations played in negotiating changes in human resource management practices during the pandemic.
INTERPRETATION OF THE SURVEY RESULT
Companies have adapted their training and development strategies in response to the COVID-19 epidemic, as evidenced by the study's findings. Furthermore, the poll results show that fifty percent of companies have shifted their focus to managing the productivity and performance of their employees. Additionally, the poll's findings show that 54.5% of companies have postponed or postponed start dates for newly hired employees.
In addition, the results of the survey show that 42.4% of organizations have provided virtual onboarding sessions or orientation programs for their employees. According to the interpretation of the survey data, organizations have undergone significant changes and adjustments as a response to the COVID-19 pandemic. In addition, the results of the survey show that 45.5% of companies have already implemented new digital tools or technology.
According to the interpretation of the survey data, organizations have initiated many measures to meet the problems of the COVID-19 pandemic. Overall, the results of the poll indicate that organizations are likely to have taken preventive measures in response to the difficulties posed by the COVID-19 pandemic.
INTERPRETATION
The interpretation of the survey data shows that companies in Bangladesh have taken actions to encourage the participation, recognition and professional development of their employees during the COVID-19 epidemic. Additionally, the poll results highlight the fact that 57.5% of organizations have employee appreciation programs in place. Additionally, the poll results show that forty-five percent of companies have made opportunities for professional advancement and advancement available to their employees.
Overall, the study findings indicate that companies in Bangladesh have implemented preventive measures during the COVID-19 epidemic to increase employee engagement, recognition, and professional advancement. Additionally, this includes providing mental health support and services for employees who may be struggling with the stress of the pandemic. It is expected that HR practices in Bangladesh will continue to adapt and evolve in tandem with the progress of the epidemic as the pandemic is expected to persist.
IMPLICATIONS
The report also states that HR managers in Bangladesh have placed a strong emphasis on the health and well-being of their staff throughout the epidemic. In conclusion, the study found that the pandemic has affected recruitment and onboarding processes in Bangladesh. In conclusion, the COVID-19 pandemic has greatly affected the human resource management methods used in Bangladesh.
Employee Well-Being: The survey also highlights the fact that HR managers in Bangladesh have shifted their primary focus to the health of their employees during the pandemic. Virtual recruitment and onboarding: Research reveals that the epidemic in Bangladesh has affected recruitment and onboarding operations that are conducted virtually. Overall, the implications of the study on the impact of COVID-19 on human resource management practices in Bangladesh suggest that organizations should give utmost importance to flexibility, health and safety, employee well-being, and virtual recruitment and inclusion in their HR policies. for the effective management of human resources during the pandemic.
CONTRIBUTIONS
This suggests that organizations should prioritize employee well-being by providing mental health support and resources for employees who may be dealing with pandemic stress. In addition, organizations should offer flexible work arrangements for employees who are caring for sick family members or dealing with other challenges related to COVID. This suggests that companies should consider adding virtual recruitment and onboarding processes to their HR policies in order to successfully assess and onboard candidates remotely.
Potential for Future Research: The report makes a number of suggestions for HR policies and practices that companies in Bangladesh could use to efficiently manage their workforce during the epidemic. The possibility of further research The study identifies a number of potential topics for further research, including the potential effects of the pandemic on HR practices in Bangladesh in the long term, as well as the feasibility of a variety of approaches to human resource management. in times of crisis. These contributions have the potential to help companies in Bangladesh and elsewhere better manage their human resources in times of crisis and promote the health and happiness of their workforces.
LIMITATIONS
It can help firms negotiating the obstacles of managing their staff during a crisis with essential advice that can help them through those difficulties. This can be used to stimulate additional study in the sector and contribute to a better knowledge of how firms can effectively manage their staff during an emergency. Representation of sectors: The research had a relatively low representation of participants from some sectors, which may limit the generalizability of the results to those industries.
These limitations should be taken into account when interpreting the results and applying them to other settings, even if the research provides useful insights into the impact of COVID-19 on HR. Overall, the study findings provide valuable insights into the impact of COVID-19 on HR management practices in Bangladesh. It is possible that further research will be needed in the future to investigate these issues and find solutions to these limitations.
SUGGESTIONS
SUMMARY OF THE STUDY
RE-STATEMENT AND FINAL WORDS
After completing the research project, it can be concluded that the pandemic caused by COVID-19 has caused unprecedented problems for companies around the world, including in Bangladesh. The research project that examined how the COVID-19 pandemic affected HR practices in Bangladesh shed light on the significant impact the pandemic had on HR practices in the country. Overall, the study contributes to the topic of human resource management by highlighting HR practices in times of crisis and highlighting key issues faced by HR managers in Bangladesh.
Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. The role of HR technology during the COVID-19 pandemic: A study of IT sector in Bangladesh. HRM practices in the COVID-19 era: An exploratory study of RMG sector in Bangladesh.
