As a future global manager, what are some key learning points from this presentation

that stood out to you personally? Explain your answer.

Covid-19 pandemic has posed an arduous challenge for the human resource manager in all types of
organization to manage the workforce in consideration with financial stability of the company, which
has been highly disrupted due to lockdown of operations for a longer period. Although. A large number
of people lost their jobs in pandemic, there were still some people whose work was critical and were
given added additional responsibilities under pressure (Belcourt, Singh, Snell, Morris, & Risavy, 10th
Edition, p. 344, para 2). These were non-other than frontline workers. They were given additional pay
and incentive for risking their lives. However, people who were not working at frontline were denied of
many employee benefits and they were furloughed temporarily. This has put a major impact on the
employee compensation program of all organizations. Here, compensation not only includes the
monetary benefits, but also the non-monetary benefits which derives the motivation among employees
(Belcourt, Singh, Snell, Morris, & Risavy, 10th Edition, p. 345, para. 5). Nonetheless, the decision of this
compensation program has underwent evolution to absorb the impact of Covid-19 disruptions.

“The 2021 Compensation Planning Outlook will help organizations to understand how Covid-19 and the
current economic environment will impact salary increases and incentive plan payouts across all levels
of an organization- from entry level workers to executives” (The Conference Board of Canada, 2020). In
June 2020, The Conference Board of Canada held a webcast on the topic of Global Compensation and
Benefits Watch in Post-Covid World. The presentation released in the webcast provide useful insights for
me as a future Global Manager to understand and implement few of the strategies discussed in the
document. The total rewards strategy for the company is to be designed in the manner so that it can
accommodate different phases of the pandemic. In Aon’s Pandemic Crisis Management Model for Covid
-19, it provides three steps for employers’ business actions and priorities in accordance to different
timeframes (Loose, Redondo, Pauker, & VanAsten, 2020, slide 12). Initially React and Respond is a short-
term-immediate strategy which could be implemented at the onset of the pandemic. It provides an
important factor to ensure liquidity and solvency alongside business continuity through crisis
communications both internally and externally. This strategy will assist Human Resource Manager to
handle the worsening workforce conditions through effective communication and save the company
from huge financial losses, while managing its risk of operations. Further, at the recovery stage
establishing of the employee protocols at workplace such as physical distancing, mandatory face mask,
and vaccinations are critical to ensure that company is operating in a healthy work environment. Also,
Business plans shall be adjusted and reforcasted for more investor engagement and client retention.
Finally, the reshaping step which includes planning for the future and returning to new normal. In this
stage, being a global manager, I shall be committing to resilience for future events to maintain the trust
of investors by articulating and tracking management initiatives to stakeholders.

Eventually, this crisis management roadmap to stabilizing the business and planning for the future, shall
help the global manager to be successful in uncertain times.

References
Belcourt, M., Singh, P., Snell, S. A., Morris, S. S., & Risavy, S. D. (10th Edition). Managing Human
Resources. Cengage.
Loose, C., Redondo, C., Pauker, J., & VanAsten, J. (2020). Global Compenstion and Benefits Watch. The
Conference Board.

The Conference Board of Canada. (2020, 8 7). Compensation planning during uncertain times. Retrieved
from Conference Board.ca: https://www.conferenceboard.ca/insights/featured/human-
resources/compensation-planning-during-uncertain-times