Human Resource Challenges Research Articles

The Anatomy of Human Motivation: Arrays of What they Say, Think, Behave and Act with Reference to Blood Type

Purpose: This research sheds light on motivation. Motivation is the key to performance improvement. Despite enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often it is poorly practiced. To understand motivation, one must understand human nature itself and there lies the problem. Blood is the most fundamental nourishment for our bodies. It seems to be that different blood types would react differently & motivate differently. Many other factors also influence our personality same way as motivation. Maybe blood type should be used for more than just matching organ donors, same way may be blood type could also be good for watching which blood type stimulates which motivation type/behaviour & to find which is the best blood type motivation. Objective: The researchers have set the following primary objective and the current study investigates 2 broad research questions: This research aims to examine which blood type stimulates which motivation type/behaviour & to find which is the best blood type motivation. Design/Methodology/Approach: The study is based on both secondary & primary evidence. Hypotheses are stated for the various variables selected and analyzed to prove or disprove the same without any errors. The designed questionnaire includes demographic factors and human resource motivation with reference to blood type-related close-ended structured questionnaire in the form of 5 points Likert scale. The primary data are collected from 128 various professionals of different domiciles by using a convenient random sampling technique. The analysis of the research work is carried out with the help of SPSS software (21.0), wherein, descriptive statistics are used to describe the nature of the data. Factor analysis is used to check the commonalities and homogeneous grouping of the factors amongst the variables. Reliability tests are used to understand how reliable the data grouping. A statistical tool like one-way ANOVA is used to find the relationships between the factors. Findings/Result: Previously nobody studied the anatomy of human resource motivation with reference to blood type. The present study made an attempt which blood type stimulates which motivation type/behaviour & to find which is the best blood type motivation. The study is based on primary evidence. With these two epilogues proven we can say that there is a stimulation of different blood types on motivation type/behaviour & the best blood type motivation. The challenge of blood type stimulates motivation type/behaviour is not peculiar to any place or profession; hence the problem is more accentuated. Many industrialists have understood the importance of overwhelming the challenges of Human Resources and other problems related to them, hence the motivation type/behaviour need to be tackled with the weapon of trend and addressing motivational techniques and it is beyond monetary terms for which the blood type stimulates motivation type/behaviour. Research Limitations/Implications: In the present research an attempt is made by the researchers to understand the research gap in the area hence a conceptual model is proposed towards the end of the study and the research goes further to advance significance to discover motivation type/behaviour of individuals & to find which is the best blood type motivation. The researchers also give an insight into the objectives framed. Originality/New Knowledge/Interpretation/Value: Many of the earlier studies have proved that the blood type of individuals does have statistical significance on their personality and behaviours. Similarly, blood type stimulates motivation type/behaviour. Countries like Japan, Korea, Asia etc., have proved that blood type does have an effect on motivation process, theories & behaviours as these countries do believe in the theories of personality and other motivational aspects. Hence, this study helps in concluding that, individuals tend to change their personality and motivation factors to be connected with the blood type rather than in self-fulfilling prophecy in many of the motivational factors. Addressing further, the comprehensive picture is analyzed with the various blood type that associates with the considerable motivation factors and various functions associated to come up with the behavioural aspect of individuals. This study has helped to understand the desire to get good extrinsic, or is it a competitive drive intrinsic? Motivation can be intrinsic or extrinsic (or perhaps both). Paper Type: Present study made an attempt to examine which blood type stimulates which motivation type/behaviour & to find which is the best blood type motivation. The study is based on primary evidence.

The Impact of Leader Humor on Creativity

As the construction industry faces several human resource challenges, leaders need to maintain a positive working ethos to cope with the creative challenges. This study examined the direct and indirect impact of leader humor on team creativity and employee creativity. We draw on Benign Violation Theory to hypothesize that the display of leader humor signals the acceptability of norm violations in the team, hence facilitating employee creativity and team creativity. Further, we integrate Benign Violation Theory with Social Learning Theory to propose that leader humor while signaling norm violation enables the team's learning orientation, influencing team creativity and employee creativity. We use multi-level modeling and ordinary least squares regression to examine data gathered from 165 team members nested with 45 construction projects in China. The results show that leader humor has a dual positive direct effect on team creativity and employee creativity. Furthermore, the direct effects are partially mediated by team learning orientation. We discuss the theoretical and managerial implications of our study.

Challenges facing hospital human resources during the COVID-19 pandemic: a qualitative study in Iran

Purpose This study aims to identify health workforce challenges at Iranian hospitals during the COVID-19 pandemic. Design/methodology/approach This was a conventional content analysis study conducted in 2020. The population consisted of the managers (heads of hospitals, managers and matrons) and staff (nurses, physicians, etc.) of eligible hospitals. The participants were selected using purposive sampling, and data saturation was achieved after 28 interviews. The data were analyzed in MAXQDA10. Findings In total, 28 interviews were conducted with 10 women and 18 men. The challenges of hospital human resources were categorized into five main themes and 15 sub-themes. The main themes were the shortage of human resources, burnout, the need to acquire new knowledge and skills, the employees’ health and safety and the reward system. Originality/value Identification of challenges faced by human resources is the first step toward preventing human force shortage and psychological problems in the personnel. Implementing the recommendations of the present study would assist the proper management of hospitals’ human resources.

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.

Implementation of an E-Procurement System in Volta River Authority

Governments in both developed and developing nations have embraced the idea of using information communication technology to enable them enhance the quality of services offered by public sector institutions, increase access to information and public participation. The result of this is the emergence of e-procurement which has changed the way purchasing is done in the digital age. This paper therefore assesses the implementation of an e-procurement policy and emergent training needs of procurement practitioners - the case in Volta River Authority. The study adopted the descriptive research design and qualitative research approach. The purposive sampling strategy was used to sample 56 respondents from the population of 150 at VRA-NEDCO for the survey. Primary source of data was collected using semi-structured. Finding of the study revealed critical human resource and technical requirements for the implementation of e-procurement at VRA-NEDCO. Technically, quality IT infrastructure, standard data harmonization, adequate data management and messaging strategies were required while professionalism, high internal regards for procurement, adequate and skilled procurement specialists were the opportunities for the implementation of e-procurement in Volta River Authority. Also, VRA-NEDCO provides advanced computer literacy programs (Microsoft office, excel and notepad), advanced effective communication programs to create staff awareness of e-procurement, workshop on the public procurement Act of Ghana, Basic hardware training and Data management and supplier integration skills before the implementation of the Oracle e-procurement system. In examining the major challenges associated with the implementation of e-procurement, the study found the following as challenges VRA faces in the implementation of e-procurement; technology challenges such as data system hacking and cracking, unreliable internet and technology incompatibility and integration of external systems. Some process challenges also include; unwillingness to re-engineer process, challenge of supplier adoption and initial high cost of introducing e-procurement solution. The human resource challenges to e-procurement implementation at VRA include, issues of professionalism and training requirement, availability of e-procurement experts and resistance to change management.

Factors influencing participation in physical activity for persons living with dementia in rural and northern communities in Canada: a qualitative study

ObjectiveIn recognition that engagement in physical activities for persons living with dementia can be challenging in rural and northern communities, the objective of this study was to explore the factors...

Analysis, Performance Monitoring and Tracking System for Employees

Abstract: Every organization, whether big or small, has human resource challenges to overcome. Every organization has different employee management needs; therefore we design exclusive employee management systems that are adapted to the managerial requirements. This is designed to assist in strategic planning, and will help to ensure that the organization is equipped with the right level of human resources for the future goals. Also, for the busy executive who are always on the go, our systems come with remote access features, which will allow you to manage your work force anytime, at all times. These systems will ultimately allow you to better manage resources. One of the main features in this system is performance tracking and analysis, sales verification for employees. Effective time tracking mechanism saves both time and money for the organization. The purpose of the Analysis, Performance Monitoring and Tracking System for employee is to automate the existing manual system by the help of computerized equipment’s and full-fledged computer software, fulfilling their requirements, so that their valuable data/information can be stored for a longer period with easy accessing and manipulation of the same. The required software and hardware are easily available and easy to work with. Analysis, Performance Monitoring and Tracking System, as described above, can lead to error free, secure, reliable and fast management system. It can assist the user to concentrate on their other activities rather to concentrate on the record keeping. Thus it will help organization in better utilization of resources. The organization can maintain computerized records. Keywords: Information system, Database system, DBMS, employee table, table fields, primary key, foreign key, relationship, sql queries, controls.

Employee Tracking System

Abstract: Every organization, whether big or small, has human resource challenges to overcome. Every organization has different employee management needs, therefore we design exclusive employee management systems that are adapted to your managerial requirements. This is designed to assist in strategic planning, and will help you ensure that your organization is equipped with the right level of human resources for your future goals. Also, for those busy executive who are always on the go, our systems come with remote access features, which will allow you to manage your workforce anytime, at all times. These systems will ultimately allow you to better manage resources. One of the main features in employee management system is time tracking for employees. Effective time tracking mechanism saves both time and money for the organization. Keywords: Information system, Database system, DBMS, employee table, table fields, primary key, foreign key, relationship, sql queries, controls.

Cross border HRM challenges of Chinese companies: An exploratory study

With the growing footmark of Chinese MNCs around the globe, the management of the host country employees has been a new challenge on the horizon. The study aims to understand the human resource management and cross-cultural practices and challenges faced by Chinese companies across the border. This cross-sectional and exploratory study used semi-structured interviews and focus groups for the data collection. The respondents were Chinese managers from Chinese companies and Chinese cultural centres working in Pakistan. This study used thematic analysis with triangulation of sources and methods. This study found culture as a key theme affecting all the emerging human resource management themes. Chinese companies working in Pakistan use informal social networks in addition to traditional applicant recruitment methods. Cultural training is common along with technical training in particularly state-owned Chinese enterprises. Although in many Chinese companies, the parent country nationals fill top positions, local employees could be seen working in the top tier management of some Chinese companies. The Chinese companies’ management practices have not been paid much attention to in this region. This study enables us to develop deep insights into Chinese companies’ human resource management practices and challenges. This research also contributes to the literature on international human resource management and cross-cultural management.

Perspectives of frontline health workers on transition from development assistance for health in Ghana: A qualitative study.

Many Low-income countries depend on development assistance for health (DAH) to finance the health sector. The transition of these countries to middle-income status has led to reduction in effective aid from development partners while these countries are expected to graduate from global funding agencies such as Gavi the vaccine alliance, with implications for service delivery. The aim of this study was to explore the perspectives of frontline health workers regarding the implications of Ghana's transition to middle-income status on service delivery, the likely impact and opportunities it presents to the country. This exploratory qualitative study employed in-depth interviews to collect data from 16 health workers at three hospitals in the Greater Accra Region; one at the regional level and two at the district level. The study was conducted from December 2019 to July 2020. Data from interviews were transcribed, coded and analysed using thematic analysis in NVivo Qualitative Analysis Software version 12. The level of awareness among frontline workers about the transition and decline in DAH was generally low. Nonetheless, frontline health workers perceived that the country seems inadequately prepared for transition as donors continue to be major financiers for the sector and even for emergencies such as the current COVID-19 global pandemic. Potential challenges facilities would face due to transition may include difficulty in funding health programs, human resource challenges and delays in logistics and medicines. The implications for these will be poor health outcomes, defective monitoring and evaluation, and lapses in training programs. In addition, the perceived barriers to transition identified were poor management of resources, political interference and lack of technical expertise. While opportunities such as improvement of the health sector prioritization and efficiency, private sector involvement and autonomy could be gained. Gaps in the health intervention monitoring resulting from DAH transition could pose affect health outcomes, particularly in respect of HIV, tuberculosis and malaria. The country's preparedness to transition from DAH could be better improved with development of a clear transition plan agreed by stakeholders, including government and in-country development partners. For the health sector, the eligibility for DAH transition should not simply be based on economic growth, but importantly on a country's ability to sustain ongoing and upcoming health programs.

A Study on Upcoming Global Human Resource Challenges and Concerns during COVID-19 Outbreak

COVID-19 outbreak gave birth to various problems in human life and to world economy. Each and every individual is getting affected by this phenomena. This outbreak has slowed down the economy by shutting down the businesses in order to contain the spread of novel coronavirus. Companies started searching new ways of working, they identified different online platforms and work from home opportunities for their employees. This study focuses upcoming global human resource challenges during COVID-19 outbreak. The researcher has also tried to assess the effect of various factors on human resource in this pandemic situation. A structured questionnaire was framed to collect the data and analysis was done through SPSS by applying t-test and correlation. Researcher has come to the conclusion that employees should not get worried about their jobs as every organization wants to retain their employees. Hierarchy level of any employee has no relation with job security. Hence, one has to perform well to survive in the organization for a long term.

Managing Mental Health at Work during Periods of Uncertainty

The coronavirus (covid-19) pandemic has resulted in a period of uncertainty where social, political, and economic factors have been affected. Employment is one the most essential components of an individual’s life which determines the quality of life, generating income and constituting towards national and personal sustainability. As employees transformed their homes into their places of employment during the covid-19 pandemic, they were faced with numerous challenges particularly pertaining to their mental health and wellbeing. This study aims to identify the mental health challenges employees have encountered during the covid-19 pandemic with the endeavor to recommend strategies to manage negative mental at work during future periods of uncertainty. A systematic review of published and grey literature was conducted utilizing manual and grey literature sources. Results indicate that a work-life balance including organization; healthy eating; behavior, communication and skill development all contribute towards mental health challenges within the workplace. This study has deduced that the covid-19 pandemic has increased mental health awareness in the workplace, and every individual within employment is entitled to working conditions that are conducive, respectable, secure and have implemented legislations that promote human decency through good ethical behavior. Individuals experiencing negative mental health challenges must be provided with the adequate support to enhance their quality of life and facilitate organizational productivity. The mental state of employees has an impact upon the overall organizational costs including productivity and medical costs which contribute towards human resource challenges and must be addressed with urgency within the new normal world.

Systems Approach to Address Human Resource Issues: A Case in a Commercial Livestock Farm in Southern Nigeria

This paper focused on human resource issues in a private sector organization. The study adopted a qualitative approach, using Systemic Intervention to identify and develop solutions to tackling human resource issues through the engagement of relevant stakeholders in the organizational operations. Interviews, workshops, and boundary critique were used for data collection. Collected data were sorted for thematic analysis. Critical issues identified in the research process included frequent junior staff turnover challenges, general human resource security, junior staff’s educational qualification, and irregular work schedule. Findings showed that joint participation in the research process enables learning among participants from across the case study organization structure. It also provided a significant platform for the exploration of diverse opinions and perspectives of participants. A reflection on the qualitative methodology showed the usefulness of combining techniques and methods from different methods in addressing complex human resource issues. However, it is noted that the implementation of developed solutions requires continuous evaluation to maintain effectiveness in systemic intervention. The study concluded with the suggestion for further research to use various methods to explore the influence(s) of external factors on internal human resource challenges, especially in the private sector and a developing economy such as Nigeria.

Potensi Sumber Daya Manusia Bidang Pariwisata di Kawasan Strategis Pariwisata Nasional Labuan Bajo, Nusa Tenggara Timur

The development of tourism sector in Labuan Bajo is expected to improve the welfare of the local community. The purpose of this research is to see the potential of human resources in the tourism sector, as well as to find out the opportunities and challenges of human resources for tourism midwives in Labuan Bajo. This study was designed with a qualitative descriptive approach to describe the various data obtained. Primary data is a factual approach to support secondary data that has been obtained earlier. The results of the study indicate that the development of labor absorption and the availability of labor is still a gap that must be considered to make Labuan Bajo a premium destination. The development of infrastructure and the tourism industry has not been matched by the development of human resources in Labuan Bajo. The findings of this study indicate that the problem of human resources in Labuan Bajo is not only about availability, but also about insufficient qualifications. For this reason, increasing the quality and quantity of labor availability needs to be accelerated by providing educational institutions and skills that are in accordance with destination development.

The Need for Human Resource Management in the Novel Coronavirus (COVID-19) Crisis; A Meta-Synthesis Study

The Need for Human Resource Management in the Novel Coronavirus (COVID-19) Crisis; A Meta-Synthesis Study

Transitioning MSMEs to the Normal Tax System

It is not straightforward to urge and prepare MSMEs to participate in the standard tax system. MSMEs must have adequate tax knowledge and competence to comply with their tax obligations after they enter the standard tax system. The research aims to develop a strategy for transitioning to a normal tax system from the perspective of both the taxpayer and the government, including the barriers encountered. This study used a qualitative approach and an in-depth interview to obtain data. A review of the literature was conducted, as well as in-depth interviews with DGT officials, tax scholars, tax practitioners, and SME taxpayers. The most recent rule on final income tax for MSMEs establishes a time restriction for applying the final income tax rate and recording. The grace period was designed to teach MSMEs how to manage their bookkeeping and other obligations under the conventional tax system while growing their business. According to the study's findings, MSMEs taxpayers do not have a distinct strategy for dealing with the conventional tax system. They do, however, have commercial plans that overlap with the transition strategy. On the other hand, the government, through DGT, launched a plan called Business Development Services. The challenges of human resources and initiative affect both government and MSMEs taxpayers. This article examines the strategic procedures necessary to convert MSME taxpayers from a presumptive tax regime to the implementation of a conventional tax system, as well as the barriers encountered in achieving tax equity. The report proposes a transition strategy from a presumptive, tax regime to the implementation of a conventional tax system on the hard-to-tax sector by the Indonesian tax authorities and MSME taxpayers.

Use of management accounting practices and factors affecting its use: A survey of small and medium-sized enterprises in Durban

Orientation: The sustainability of small and medium-sized enterprises (SMEs) in South Africa is important, mainly because of their contribution to the gross domestic product (GDP) and their creation of work opportunities. The high rate of SME failure in South Africa is largely attributable to the lack of management skills by their owners and managers.Research purpose: The objective of the study was to examine owners and managers of Durban SMEs’ perceptions of the use of management accounting practices (MAPs) and the factors affecting its use. In addition, the challenges faced by SMEs were also investigated.Motivation for the study: Although the use of MAPs has been investigated in other parts of South Africa, research on Durban SMEs’ use of MAPs and factors affecting its use is lacking in KwaZulu-Natal, which is an important contributor to South Africa’s GDP. If MAPs are not being used, what strategies could be recommended to advance their use? This important question provided further motivation for this study.Research approach/design and method: The research adopted a quantitative approach in the form of a self-administered questionnaire, which was e-mailed to SMEs.Main findings: Management accounting practices were perceived to be used mainly in assisting planning and in assessing business performance. Factors affecting the use of MAPs were the lack of management accounting knowledge and education and skills. Challenges faced by SMEs were identified as being mainly financial and human resource challenges. Small and medium-sized enterprise owners and managers supported the recommendation that they should go for management accounting training.Practical/managerial implications: The study recommended that SMEs’ owners and managers should attend management accounting training. Bodies such as government agencies or educational institutions should ensure that training aimed at SMEs is offered.Contribution/value-add: The study provides new information about the perceptions of owners and managers of SMEs on the use of MAPs, factors affecting its use of MAPs and other challenges. It further provides impetus for the need to provide management accounting training aimed at SMEs.

A novel cervical cancer screen-triage-treat demonstration project with HPV self-testing and thermal ablation for women in Malawi: Protocol for a single-arm prospective trial

Cervical cancer is the leading cause of cancer mortality among Malawian women, despite being preventable through screening and preventive therapy. In 2004, Malawi implemented a national screening program, using visual inspection with acetic acid (VIA) and cryotherapy, but its success has been limited due to equipment and human resources challenges. Since the development of that program, new technologies for screening and treatment that are less resource-intensive and more scalable have become available. GeneXpert systems provide fast, accurate HPV results and are increasingly available in low-income countries. Self-collection for human papillomavirus (HPV) testing is a validated method for screening and improves uptake. Thermal ablation provides an alternative ablative treatment that is simpler to use than cryotherapy and can be performed with portable devices. Meanwhile, urine HPV testing methods provide promising options for primary screening. We designed a single-arm prospective study to investigate a novel HPV screen-triage-treat strategy among 1250 women in Lilongwe, Malawi. Our proposed strategy consists of (1) Xpert HPV testing of self-collected samples, (2) VIA and colposcopy for HPV-positive women, and (3) thermal ablation for HPV-positive/ablation-eligible women. We will collect cervical biopsies, Pap smears, and endocervical samples to validate the HPV results and VIA/colposcopy findings against endpoints of high-grade cervical intraepithelial neoplasia or cancer (CIN2+). We will evaluate same-day completion of our algorithm, its performance in triaging women for treatment, and 24-week treatment efficacy of thermal ablation. We will also explore the performance of HPV and methylation tests in urine samples, as compared to provider- and self-collected cervicovaginal samples.

Challenges Faced in Large-Scale Nucleic Acid Testing during the Sudden Outbreak of the B.1.617.2 (Delta).

The Delta variant (B.1.617.2) has dominated in many countries over the world. Its sudden outbreak in China has led the government to quickly carry out large-scale nucleic acid testing to curb its spread. This qualitative study aims to find the challenges based on empirical evidence from the perspectives of the different groups of people involved in the testing, and further explore possible strategies to improve the efficiency of large-scale nucleic acid testing. Using a phenomenological approach, we selected 35 participants (seven managers, eight health professionals, six community volunteers and 14 residents) by purposive sampling. The interviews were conducted by in-depth semi-structured interviews and the data were analyzed by Colaizzi’s seven-step method. Qualitative analysis revealed three main themes: unreasonable and unsafe testing points layout settings, human and medical resources challenges, and potential infection risk. From the different angles, participants all experienced challenges during large-scale nucleic acid testing, making positive planning and adequate preparation important parts of the smooth development of testing. Large-scale nucleic acid testing relies on the cooperation and efforts of all to support containment of the spread of the virus. Local governments should improve their ability to respond to and deal with public health emergencies.

Health human resources challenges during COVID-19 pandemic; evidence of a qualitative study in a developing country.

BackgroundOne of the main forthcoming challenges of healthcare systems against preparedness and management of the pandemic is the challenge of procurement and recruitment of the human resources. This study is aimed to explore the health human resources challenges during COVID-19 pandemic in Iran.MethodsThis qualitative content analysis study was conducted in 2020. The study population includes all the Iranian human resources managers affiliated in Universities of Medical Sciences, hospitals and health centers managers and the health networks managers all over the country. 23 participants were included via purposeful sampling considering the inclusion criteria and were interviewed individually. After 23 semi-structured interviews, data were saturated. Then the data were analyzed through content analysis approach applying MAXQDA10.ResultsThree main themes of “organizational challenges”, “legal challenges”, and “personal challenges” were explored as the main challenges of health human resources management during COVID-19. On the one hand, organizational challenges include restricted financial resources, compensation discrimination, staffing distinction points, imbalance in the workload, weak organizational coordination, inefficient inter-sectoral relationships, parallel decisions, inefficient distribution of the human resources, lack of applied education, lack of integrated health protocols, lack of appropriate evaluation of performance, employee turnover, lack of clear approaches for staffing, and shortage of specialized manpower, and on the other hand, the personal challenges include insufficient knowledge of the employees, psychological disorders, reduction of self-confidence, burnout, workload increase, reduced level of job satisfaction, effects of colleague and patients bereavement and unsafety sense against the work place. Finally, the legal challenges that mostly related to the governments laws and regulations include lack of protocols for continuous supportive services, inappropriate approaches and instructions for teleworking, and lack of alternative plans and regulations for the human resources.ConclusionOrganizational, legal and personal challenges are among three main challenges of health human resources management during COVID-19 pandemic. Serious attention to these challenges should be considered by health policymakers in order to be prepared for facing new probable outbreaks and managing the present condition. The integrated comprehensive planning of human resources management for COVID-19 along with supportive packages for the personnel can be helpful.