The Society for Human Resource Management (SHRM) is the world’s biggest HR professional association, devoted to improving the Human Resource profession and delivering critical resources to practitioners (SHRM.org, 2025). The SHRM organization seeks to improve human resource management by strengthening the role of HR professionals and offering information, resources, and advocacy for managing modern workplace dynamics. It acts as a global resource hub for HR professionals, providing them with the most up-to-date information and tools for navigating changing work conditions. Furthermore, SHRM plays an important role in keeping HR practitioners informed of legal and regulatory developments, providing timely updates and analysis to help firms adhere to compliance requirements, lowering risks and fines. For example, SHRM updated the members about the impact of new Executive order on DEI (SHRM, 2025) The organization’s comprehensive research services help HR professionals to embrace best practices and innovate in talent acquisition, workforce planning, and employee development.
During and after the COVID-19 Pandemic, HR departments have had to respond swiftly to physical work disruptions, workforce management concerns, and alterations in employees’ social-emotional statuses. SHRM has actively given knowledge, tools, and social support programs to assist HR practitioners in navigating these problems. The COVID-19 epidemic caused disruptions in HR activities because of its influence on working conditions and organizational operations. Companies swiftly adopted remote work, necessitating HR departments to facilitate virtual collaboration and productivity. This transition sparked worries about employee engagement, mental health, and the increased danger of isolation and stress. As a result, HR teams must prioritize emotional well-being and compassionate elements of human resource management in order to ensure a seamless transition and continued productivity. On the positive side, Mahfuz et al., (2020) argues that post-Covid 19 challenges have redefined and supported innovation, digital technology, and human resource training. It has also expanded its educational programs to assist HR professionals in developing new skills for crisis and change management, such as virtual leadership, employee engagement, mental health advocacy, and navigating the complex regulatory environment.
Mahfuz, J., Nawras, N., Jassim, A.-G., Hafaz, N. A., Hayatul, S., & Iman, B. (2020). The Effect of after COVID-19 Human Resource Management Approaches on Organizational Entrepreneurship. Systematic Reviews in Pharmacy, 11(10), 1241–1251. https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=156265258&site=eds-live&scope=site&custid=s8333196&groupid=main&profile=eds1
Society of Human Resource Management (2025). https://www.shrm.org
