Human Resource Management in a Post COVID-19 World

Abstract

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Sustainable Development of Employee Lifecycle Management in the Age of Global Challenges: Evidence from China, Russia, and Indonesia

“…Because of this, HRM must incorporate advanced digital technologies to adapt to the behavior of the younger generation and to effectively attract, recruit, motivate, and retain them in organizations. Thus, the upcoming generation is attracted to more technologically forward organizations [12].…”

“…This also demonstrates that Chinese firms have realized the impact of demographic shifts on their onboarding process. As asserted by Troger [12], HRM must incorporate advanced digital technologies to adapt to the behavior of the digitally native younger population. Thus, technological tools have been found to be effective in motivating and retaining the new digitally forward workforce in organizations.…”

Staff Development Management on a Way to Strengthen Personnel Potential and the State of Business Entities ' Economic Security

“…Issues of personnel management, its motivation, stimulation and development are in the field of scientific interests of numerous researchers, both foreign and Ukrainian. For example, Gesme D.H., Towle E.L., and Wiseman M. justify the need for personnel development, convincingly prove that managers of business entities should take care of their own staff and the constant improvement of their professional characteristics and define the essence of this concept [1]; Troger H. studies the staff development process within the framework of the study of human resource management in a Post COVID-19 World [2]; Dolan S. L., Capell B. consider the concept of the process of training, education and development of company staff in a complex [3]; Kauffeld S., Massenberg A.-C. specify what defects and miscalculations may occur in the process of employee development [4]. Questions of personnel development are studied by scientists at different time horizons.…”