Blog 04 : Navigating the Storm - HRM Challenges During the COVID-19 Pandemic in Sri Lanka
Introduction
In fact, the entire world was caught off guard as a result of the
outbreak of the COVID-19 pandemic, and all organizations around the globe,
including those in Sri Lanka, entered a completely new terrain in terms of
business. In fact, it was Human Resource Management departments that were at
the forefront of all such challenges that came their way as a result of this
pandemic.
Among the earliest issues that arose in relation to HRM was
ensuring that health and safety considerations were in place for staff. This
involved implementing clean hygiene practices, dealing with issues of
quarantine, as well as assistance related to mental well-being in order to
alleviate anxiety and stresses. This also involved, in particular for those in
IT, finance, and service-related work, their first experience of remote working
from home. This naturally created issues pertaining to technology usage and
cohesion in teams within a large geographical region.
The pandemic has also led to economic disruptions, causing firms to make tough decisions when it came to workers. Most firms in Sri Lanka have experienced a decrease in demand for their offerings, problems in their value chain, and a lack of cash flows, forcing the HR team to get involved in sensitive issues such as pay cuts, furloughs, as well as terminations of employees, all while trying to keep the employees’ morale and trust at a similar or higher status. This era highlighted that empathy in an organization’s leadership and communication is a crucial element, explained in Human Relations Theory (Mayo, 1933) that incorporates social and psychological elements influencing a worker’s productivity and job satisfaction. The HR team was also required to become paramount in disseminating messages from firm management to employees, as well as ensuring that anxiety is minimized and a sense of normalcy is developed. Employee engagement and productivity also couldn’t remain managed in a precise manner, as innovative methods of team-building activities through technology and monitoring workers’ performance also became a necessity in order to maintain productivity.
Conclusion
The COVID-19 outbreak proved to be a “crucible moment” which tested the ability of HRM in a country such as Sri Lanka for innovation and a need to rethink traditional approaches. Despite its challenges, it is clear that this global outbreak has highlighted an important fact that human resources have a crucial part to play in crisis and disaster management as well as protecting human capital.
References
• Mayo, E. (1933). *The Human Problems of an Industrial
Civilization*. New York: Macmillan.
• Adikaram, A. S. & Naotunna, N. P. G. S. I. 2023. 'Remote
working during COVID-19 in Sri Lanka: lessons learned and what the future
holds'. Employee Relations: The International Journal, 45(4), pp. 1034-1051
• Singh, A. & Sharma, A. (2024). 'Exploring challenges faced by
human resource managers during the COVID-19 pandemic: insights from a
qualitative case study in Chennai'. Cogent Business & Management, 11(1),
Article ID: 2427843
• World Economic Forum. 2020. The Future of Jobs Report 2020.
Cologny: World Economic Forum.
A thoughtful, well-researched, and contextually relevant blog that skillfully combines theory with practice. It captures the resilience and innovation of HRM during COVID-19 in Sri Lanka and highlights the profession’s strategic importance in crisis management. Clear, professional, and deeply insightful — an excellent contribution to HR learning and reflection.
ReplyDeleteDone a great job by outlining HRM’s pandemic challenges. It might also be interesting to discuss how these crisis-driven innovations—like remote work and digital engagement—can be sustained long-term. That could add even more depth to your conclusion.
ReplyDeleteGood explanation of how HR had to manage remote work, employee well-being, and economic difficulties. The blog highlights the importance of empathy, communication, and innovation in HR practices during the pandemic.
ReplyDeleteThis blog, in my opinion, demonstrates how HR was crucial during Sri Lanka's COVID-19 controversy. It draws attention to actual issues like remote work, wage reductions, and employee stress, and I concur that effective communication and empathy were essential to maintaining organizational stability during that trying period.
ReplyDeleteAn insightful read! It’s fascinating to see how HR departments had to quickly pivot from traditional roles to crisis management. The pandemic has truly redefined HR as a strategic partner rather than just an administrative function.
ReplyDeleteThis is a very well-articulated post. The COVID-19 pandemic truly tested the resilience and adaptability of HR professionals in Sri Lanka. Managing remote work, employee well-being, and business continuity under such uncertainty required exceptional leadership and innovation.
ReplyDeleteA very relevant and practical topic. You clearly explained how the pandemic disrupted HR functions and how organisations had to adapt through remote work, safety protocols and digital tools. To strengthen the academic depth, adding in-text citations to support some points or using a Sri Lankan case example would make the analysis even stronger.
ReplyDeleteThis blog effectively captures the unprecedented HR challenges during the COVID-19 pandemic and highlights the critical role of empathy and innovation. I particularly liked how it linked theory with practical HR actions in Sri Lanka. Including a few concrete examples of companies or HR initiatives could make the insights even more relatable and impactful.
ReplyDeleteGreat post! You’ve done a solid job outlining the HRM challenges during turbulent times. In a Sri Lankan state bank, navigating budget cuts, bureaucracy, and political interference is really tough but vital for HR to lead through it.
ReplyDeleteThis article offers a comprehensive summary of how COVID-19 changed HRM procedures in Sri Lanka, skillfully bringing to light important issues including organisational communication, remote work, and employee well-being. Deeper critical examination of long-term effects, such as digital inequalities, policy gaps, and structural flaws revealed by the crisis, might be beneficial, though. Furthermore, the academic foundation might be strengthened by more directly connecting theory to real-world HR solutions. All things considered, it presents a coherent story yet allows for a more critical viewpoint.
ReplyDeletehis is a really thoughtful overview of how HR had to step up during the pandemic. I like how it highlights not just the challenges, but also the empathy, communication, and creativity needed to support employees through such uncertain times
ReplyDeleteReading this article reminded me of how deeply the pandemic reshaped our industry in Sri Lanka. For us hoteliers, HR wasn’t just about policies or payroll—it became the lifeline that kept our teams connected, reassured, and hopeful when tourism collapsed overnight. The emphasis on empathy and communication resonates strongly; I saw firsthand how a simple act of listening or transparent dialogue could ease anxiety more than any formal directive. Remote work, pay cuts, and furloughs were painful realities, but the real challenge was preserving dignity and morale in the face of uncertainty. This article captures that crucible moment well—it shows that HR is not a back‑office function, but the human heartbeat of hospitality, especially in times of crisis
ReplyDelete