FINAL ESSAY ASSIGNMENT

Final Essay Assignment Student’s name Department: University Course: Course Code Instructor’s name Date Final Essay Assignment Part 1 Immortal HR technology is one of the bulwarks in the reformation of organizational practices facing unprecedented challenges, like those brought about by the COVID-19 pandemic, in the dynamic modern Human Resources (HR) landscapes. In "Immortal HR," Harriet Rose Job illustrates that an essential component of navigating operational disruptions in the face of "Connie Vid" was the strategic deployment of HR technology that generally otherwise goes woefully underutilized (ImmortalHr.Part4, 2024). It is precisely at this point where HR Technology, in several ways, made it possible for organizations to create an instant shift to a remote working environment, ensuring business continuity, even if the lockdowns and social distancing were enforced for more extended periods. According to Meister (2021), HR technologies ran the gamut from cloud-based platforms to collaboration tools that were needed, both to keep operations on course and, further, to enable engagement and connectivity for distant teams. This shift sustained productivity and preserved the organizational culture in a virtual setting. "Then came HR technologies with advanced analytics and AI, which gave the leaders real-time data on their staff productivity and well-being." This data-driven approach allowed informed decision-making, tailoring interventions and support to the workforce's needs. For example, tools through analytics could offer early signs of burnout or disengagement so that good time is taken for measures to address such problems and, hence, keep the workforce effective and high in morale. It was, therefore, essential for HR technology to be leveraged, as exemplified by Harriet Rose Job, not only for operational continuity in the COVID-19 period but also to enable continued strategic HR management. The result was that organizations that survived the immediate impacts of the pandemic emerged positioned from this experience with the capability for quick adaptation and making reasonable decisions enabled through HR technology support. Listening to Employees. The principle of "Listening to Employees," underscored by Harriet Rose Job in "Immortal HR," drills a fresh importance into a critical aspect of HR management during crises such as the the COVID-19 pandemic. It shows this element. Thus, there is a need for open communication channels in a suitable environment that makes the staff feel listened to and appreciated (ImmortalHr. Part 4, 2024). Through the pandemic, employers and employees have found themselves on a tough road, leading to increased health problems and decreased job satisfaction. An HR leader like Harriet could listen actively to her employees, hence receiving essential viewpoints over her workforce's concerns, fears, and suggestions. The practice is also said to contribute significantly to the employees' psychological safety and enhance satisfaction (Gujaran, 2020). Therefore, this raises employee retention rates; turnover in the company may be experienced less with engaged and involved employees who feel they have a voice. Additionally, better communication would be strengthened when the HR department initiates the implementation of regular surveys, tools for feedback, and open forums, among others, that would ensure employees' issues are addressed appropriately and appropriately. For instance, the feedback mechanism has empowered HR leaders to ensure that health and safety measures are easily malleable, so employee concerns about work safety during the pandemic should be taken into account in a very responsive manner (Gujaran, 2020). Essentially, "Listening to Employees" supports a responsive HR approach that places a particular emphasis on issues of employee well-being and engagement, notably during crises. By acting on the feedback, the organizations have something tangible to show for the value of the thoughts. They can improve not just the operational responses but also build a more robust, more committed workforce. Part 2 Organizational Context The company is a medium-sized technology firm specializing in digital marketing services. It employs approximately 700 people in various locations across the country. Recently, it has been faced with serious problems that are more likely to be caused by high turnover r...