title: Human resource management in times of crises 2008–2009 and 2020–2021: Comparative analysis
metadata.name: dc.contributor.author
metadata.value: Shpringer, Anastasia S.
metadata.lang: -
metadata.name: dc.date.accessioned
metadata.value: 2021-12-14T12:32:15Z
metadata.lang: -
metadata.name: dc.date.available
metadata.value: 2021-12-14T12:32:15Z
metadata.lang: -
metadata.name: dc.date.issued
metadata.value: 2021-09
metadata.lang: -
metadata.name: dc.identifier.citation
metadata.value: Shpringer A. S. 2021. Human resource management in times of crises 2008–2009 and 2020–2021: Comparative analysis. Vestnik of Saint Petersburg University. Management 20 (3): 371–390.
metadata.lang: en_GB
metadata.name: dc.identifier.other
metadata.value: https://doi.org/10.21638/11701/spbu08.2021.304
metadata.lang: -
metadata.name: dc.identifier.uri
metadata.value: http://hdl.handle.net/11701/33914
metadata.lang: -
metadata.name: dc.description.abstract
metadata.value: The purpose of the study is to identify the features of human resource management (HRM) in
  the context of the crises (2008–2009 and 2020–2021). A review of secondary sources on HRM
  during both crises revealed five HRM practices necessary to mitigate the impact of the crisis on
  the organization and its employees: optimization of the organization's work; maintaining transparency
  of communications between employees; recruiting; training and development; retention
  and motivation. The implementation of these practices was considered for each of the crises
  and a comparative analysis was done. The study showed that HRM has been transformed: the
  key features of HRM in the crisis of 2008–2009 was a decrease in personnel costs, while in the
  crisis of 2020–2021 the main issue for HRM was the transfer of employees to a remote work, the
  introduction of digital technologies to maintain the functioning of all business processes, actions
  aimed to combat the stress of employees and to maintain their well-being as well as physical and
  psychological health. The scientific novelty lies in the comparative analysis of HRM in Russian
  companies during the crises of 2008–2009 and 2020–2021 and identifying aspects of HRM transformation
  over this period. The results of this study can be used by modern organizations as an
  agenda to improve the effectiveness of HRM practices during a crisis as well as to plan further
  HRM development, and prepare a crisis management plan.
metadata.lang: en_GB
metadata.name: dc.language.iso
metadata.value: ru
metadata.lang: en_GB
metadata.name: dc.publisher
metadata.value: St Petersburg State University
metadata.lang: en_GB
metadata.name: dc.relation.ispartofseries
metadata.value: Vestnik of St Petersburg University. Management;Volume 20; Issue 3
metadata.lang: -
metadata.name: dc.subject
metadata.value: human resource management
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: crisis
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: pandemic
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: Covid-19
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: crisis management
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: HR specialist competencies
metadata.lang: en_GB
metadata.name: dc.title
metadata.value: Human resource management in times of crises 2008–2009 and 2020–2021: Comparative analysis
metadata.lang: en_GB
metadata.name: dc.type
metadata.value: Article
metadata.lang: en_GB
resources.filename: 371-390.pdf
resources.url: https://dspace.spbu.ru/bitstream/11701/33914/1/371-390.pdf
resources.format: Adobe PDF
resources.size: 323,46 kB