ABSTRACT
It is an established fact that becoming a leading organization is easier than continuing to be the leader. Past records state that number of the organizations that reached the top of the Fortune rankings just a few decades ago, do not feature there any longer. The magic mantra of success that took them to the very top was not enough to keep them there. Changes in market are inevitable and “changing with the changes” has become mandatory for survival. COVID-19 outbreak has changed the way business operates and this has led to changes in the way the various departments have to operate.
COVID-19 has impacted people and has encouraged both the organizations and HR departments to look for new mechanism to attend to the people-related challenges at workplace. The chapter is an attempt to understand the Gen-Y perspective of post-pandemic HR and mainly focuses on understanding the youth anxiety of business operations and expectations from HR. Various students who are in the final year of the courses and the ones who have recently been placed will be considered for the study. A structured questionnaire will be administered to achieve the objectives.
Changes being a constant, differentiation have evolved as a relief to the organizations. Differentiate or perish is a fact that none can disagree especially 18in the post-pandemic scenario. The role of HR in post-pandemic scenario is an interest to all as HR is equally responsible for creating a responsive workforce with a business survival focus. The future is for organizations which can strategize for “survive the survival.”
