A Literature Review of the COVID-19 Pandemic’s Effect on Sustainable HRM

Work from home: A behavioral model of Indonesian education workers' productivity during Covid-19

Although it is not a new phenomenon, many present employees have not previously encountered it. The Covid-19 outbreak has turned the concept of Work from Home (WFH) into a legally regulated and severely enforced norm, which is now in effect. This idea is vital for developing practical organizational policies and procedures in the future in specific educational sectors pertinent to academics. The effectiveness of an individual's ability to cope with WFH was evaluated using a theoretical framework created to measure productivity. The model was evaluated on individuals from a top-ranking public university in Indonesia, chosen as the target population. A total number of 556 respondents responded to the survey questionnaire. AMOS was used to analyze statistical responses related to job crafting, work stress, organizational support, boredom, work engagement, productivity, and mental health. The structural equation analysis, also known as the SEM, was used for this work's measurement model. The findings revealed that the productive conduct of teaching teachers and staff played a substantial role in the success of the work-from-home situation. Conclusions The findings of this study indicate that the indicators used to measure productive behavior while working from home are accurate. As a result, the hypothesis has been proven correct. The study's ecological implications are explained in the relevant sections of this paper.

Modeling COVID-19 effects on SDGs using system dynamics in Egypt

The coronavirus disease 2019 (COVID-19) poses a significant threat to achieving the Sustainable Development Goals (SDGs). To address this challenge, a thorough examination of the pandemic's influence on four SDGs in Egypt is presented in a system dynamic model. The addressed goals are related to no poverty (SDG 1), zero hunger (SDG 2), decent work and economic growth (SDG 8), and climate action (SDG 13). The model is simulated over 35 years extending from 2015 to 2050. Furthermore, a web-based interactive learning environment is developed to analyze the interdependencies among public health activities and study the impacts of possible intervention countermeasures or prevention policies. Indicators including poverty line, food insecurity, gross domestic product (GDP) growth rate, and greenhouse gas (GHG) emissions are evaluated to track Egypt's performance in relation to SDGs 1, 2, 8, and 13. According to the simulation model, the poverty line will continue to decline until it reaches around 16% by 2050. According to the significant governmental efforts to follow its vision of 2030, Egypt can achieve a decreasing percentage of food insecurity, reaching 3% in 2030, and this percentage will continue to decrease until it reaches full sufficiency by 2050. The GDP growth rate will rise every year until it reaches 13.71% in 2050. With respect to climate, GHG emissions are predicted to fall to roughly 97 Mt CO2-equivalents by 2050. This approach revitalizes debates about the achievement of SDGs amid the crisis and acts as a powerful tool that aids decision-makers in identifying leverage points to avoid the long-term negative repercussions of the crisis on the economy, people, and environment.

Mapping the Sustainable Human-Resource Challenges in Southeast Asia’s FinTech Sector

The significance of human resources (HRs) has increased with the increasing awareness of sustainability issues and corporate social responsibility. However, the rapidly emerging financial technology (FinTech) sector still presents an HR challenge. Southeast Asia, which accounts for the highest adoption rate of mobile banking, has set new records regarding the number of transactions, as well as funding amount, in recent years. Moreover, borderless financial cooperation, coupled with in-demand tech talents, will rapidly boost the development of the region. Thus, this study explored the new opportunities as well as challenges of a new business model, FinTech, in Southeast Asia’s banking and enterprise sector in the post-COVID-19 era. It also examined how organizations can achieve sustainable development via the interaction of the new operating model with existing ones by developing relevant strategies in the context of the “new normal” working condition. By reviewing the literature on HR management (HRM), we proposed how banking and FinTech companies could supply tech talent with the relevant experience or engage in training projects before recruiting. Additionally, since organizations desire sustainability-minded employees, they offer flexible working arrangements and well-established reward policies that can create remote work performance and retention rates. Being committed to upskilling and reskilling global talent by offering talent mobility opportunities across the organization, as well as by fully embracing the creation of value for cross-cultural talent, companies can support their employees’ long-term career goals and maintain competitive strength. Finally, organizations must focus more on flexible adjustments and cross-domain communication for global talent. Forming strategic alliances with FinTech companies would be an alternative conduit that can ensure that regional laws comply with the local culture and national law, for bias and conflict reduction.