Human resource management in times of crises 2008–2009 and 2020–2021: Comparative analysis

Abstract

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.