Every year or so, it looks like we will be hit by a corona wave, which will surely affect our personal and professional life. The Corona outbreak has had a huge influence on our Indian economy since 2020. For an organization to function successfully, it must always have two things in its possession: its employees and its clientele. The entire business is dependent on these two variables, and the lack of either can cause the organization to survive. In this context, the role of human resources becomes critical in designing stronger people management practices, creating a pleasant office environment, and embracing a technology-driven strategy to survive in this VUCA world amidst pandemics. Now we're wondering what kind of planning will be enough to manage people in this situation. 

So, before proposing any policies to management to implement, HR must carefully review the employee information that has been submitted to the organisation to determine what type of policy will be inclusive and belong to everyone. These data mappings can be based on an employee's age, gender, family size, demographics, health history, and any other relevant information that can assist you in designing better and more purposeful employee I&B policies. When designing HR rules, always keep this in mind., we must not overlook employees' personal lives. Employee policies should not be confined to improving their employees' professional experiences; they should also include their personal belongings. It is now necessary to comprehend the difficulties that employees face, as well as their emotional and physical health, safety, and utmost significantly, well-being. HR must measure and appraise employees' workplace experiences to take necessary action to correct those variables that can affect employee productivity. This statistical analysis will enable HR in evaluating what steps should be made to boost synergy across the organisation to create a more joyful and productive work environment. Ultimately, employee mental and physical health has an impact on business operations. 

Now we'll get to the meat of the matter: what can be done in terms of employee welfare policies. The pandemic has also brought to the fore traditional workplace issues such as childcare, sick leave, and disability, as well as hazards in health-care settings where specialists must treat patients. Employee welfare policies are also much more visible when employees do not feel protected in their worksite. Effectively implemented employee welfare policies assists organisations in becoming more resilient during this time. As a result, policies that can encompass these areas that have a greater impact on employees will be more efficacious. Implementing technology-driven tools for employee attendance systems, payroll, feedback platforms, performance assessment systems, connecting to a help desk for any self-related queries or concerns, and a variety of other services can assist employees in keeping up with the latest information about themselves and their organisations. Using this technology-driven approach, employees will be able to track their queries from any location. Employee performance tracking will reduce the manager's involvement in monitoring an employee's daily activities. A well-designed performance tracking tool will assist HR in gathering most of the data needed to measure and evaluate employee performance.

Micromanagement will be reduced because of performance tracking. Micromanagement reduces employee well-being and increases mental distress, which can lead to increased attrition. Fostering a culture of trust between leaders and employees will pay off in the long run for the company. Nearly 7 in 10 employees indicated in a survey by mental health provider Ginger that the coronavirus disease 2019 (COVID-19) pandemic is the most stressful time of their entire professional career, which has aligned with stark increases in new prescriptions of antidepressant, antianxiety, and anti-insomnia medications. The aforementioned survey demonstrates how COVID-19 has impacted employees' mental and physical health. Organizations can provide paid leave to employees suffering from COVID-19, as well as some flexibility in the event of a family member's illness. HR should concentrate on developing and demonstrating adaptability in leaders, as well as a positive attitude, so that business operations can be resurrected and prolonged. 

To summarise, HR strategies for present or upcoming corona waves should be pre-designed and easily accessible to all employees that will help them understand their role and duty in the organization. Organizations should strive to create a continuous environment for professional progression, employee well-being, and the development of an empathic culture, safety, and security for their employees. We must remember that employees' mental and physical health, as well as their overall well-being, are pivotal to the organization's growth.