Essay On Traditional Assignment Due To Covid 19


The way in which small scale business firm or multinational corporations’ workforce their global operations which has been the key questions for the researchers within the international human resource management for a consecutive number of years. It is now that is widely recognised in receiving the staffing right on the global scale which is the key in allowing the organisations on their strategic aims (Basilaia et al, 2020). It is because of the global pandemic COVID-19 which had altered the operations of business overnight. However, the aim of the paper is to emphasize on the viewpoint of virtual and other types of related technique of conducting management assignments and its comparison with traditional technique. It is the leader and manager who had to take up effective decisions within short span of time and regarding the decisions that would concern regarding the work and where they can go home, the procedure where the employees moved into a digital space and how those approaches can lead to best for employees to communicate. In the discussion section of the paper, it will further emphasize on the effects of covid-19 pandemic that has led to a massive number of employees to conduct their work from home and switch to a digital space of virtual meetings and conducting assignments online (Janssen et al, 2020). Some of the major advantage of this technique has led to significant amount of growth for the organisation as compared to the traditional method. Similarly, the challenges will also be included in the below section as exacerbated the issue on collaborating and leading to a massive distance.

International Assignment

With the increase rate of covid-19 cases within the countries borders getting closed and the idea of upward trajectory in international assignment was highly unliked (Shockley et al, 2021). While assuming to be with fewer employees who was sent back to live in their native land and work on the international assignments, the future research emphasizes on the need to investigate on alternatives so that they are able to control the business firm’s mechanism for subsidiaries, alternatives for addressing skills shortage n host countries and alternatives for developing future global leader (Spruit et al, 2020). For instances, the could technology had driven its control over its mechanism successfully so that they can replace its expatriates’ leaders who sent from main office to oversea operations. It can be analysed that, the employees who were allotted to work on international assignments was required to achieve greater success because they had the benefit of utilising the full time at home and maintain work-life balance as well. It was the technique of adjusting with the work from home pattern that was a matter of factor for the employees who working on international assignments (Van et al, 2020). With the inclusion of these decisions, it would result in reducing the organisation’s carbon footprint which is likely to share sustainable projects for multiple global firms.
By identifying the willing international assignees who has been the key to human resource challenge are highlighting the key obstacles for workplace that is unable to fulfil its global mobility mission and core value (Štrbo 2020). For the employees who are working on the basis of virtual method for international assessments with the perspective of risk, where they could fall ill or the heath might negatively affect employee’s willingness to relocate. Hence, in a situation of doubt where an individual weights up with potential willingness of international assignments to be conducted virtually. On the other hand, it is the differences within national responses of covid-19 and its resultant impact on pandemic is relative nations may define its plans of the decisions that are made (Savić 2020). This may be highlighted as the national states emerges where the individual rank them in order of decisions made (Collings and Sheeran 2020). It Indicates that a new hierarchy of nation have evolved where the individuals are comfortable in conducting its work on virtual basis as well as are able to meet everyone together and discuss matter on spot. Thus, when an employee is working remotely from home and is able to deliver work on time, is productive and is able to strike a balance between work and personal life, he or she will be comfortable with virtual and other forms of international assignments rather than traditional technique.

Rise Of Virtual Assessment Due To COVID-19

Virtual assignment usually takes a different form, specifically it allows the employees to remain in their own nation while they have the liberty of performing their individual task and is allowed being responsible for operations within a different location (Mishra, Gupta and Shree 2020). On the other hand, it is also observed that virtual and other forms of mobility have allowed to work in some other country of the individual’s choice which is not the home country and the location leading to benefit from the task performed. Furthermore, in comparison to traditional form of assignment, in virtual assignments it leads to focus on work within a specified location. Similarly, the technique became effective from the increased number of covid-19 cases and closing of nation’s borders (Oyedotun 2020). Thus, virtual assignments allow the managers to develop the synergies from the employee’s aspirants and business requirements, while they lower the mobility cost, secure business and higher the satisfaction level for secured business continuity.

On reviewing the traditional approach of conducting international business, it had also allowed mobility to the companies and has accelerated to move towards being global. Hence, there was presence of barriers in mobility along with traditional expatriate assignments continue with significant barriers for organisations. On the other hand, the major reason of rise of virtual and other forms of assignments during the time of crisis was due to its resilience and handling risk management (Angelova 2020). During the Covid-19 pandemic, the international assignees gave forced to evacuate the assessments in which the countries had short notice and was not able to perform their jobs due to the resident distributors. On a contrary, it can be identified that, the traditional technique was a feeble factor for the organisation which led to increase the resilience of the business firm and assist in maintaining the continuity of the organisation’s operations.

Application Of Virtual Assessment In Comparison To Traditional Assessment

The application of virtual assessment can be identified to be effective in comparison to traditional technique of conducting assignments. This is because, there is less leverage of lesion from covid-19 disaster. The major issue was regarding what works effectively and what are the main factors that are leading to such problems (Sahakiants and Dorner 2021). Thus, during virtual assignment, one can reflect on the company culture ad thus can enable to what extent one can form new method of mobility to fit in. Therefore, another reason of effective application of virtual assignment is the facility of assessing the mobility at the given job role. This is because it takes time to identify several dimensions which incorporates the significances of linking a specific geographic region, the technical issue, the time required on the floor, the cultural issue and integrating with local teams.

Benefits Of Virtual International Assignment

Virtual assignments have the propensity of developing a synergy within the business need and employee’s aspirations, while they also lower the cost, leading to higher satisfaction as well as secure the scope of business expansion (Mello and Tomei 2021). Similarly, it can also be acknowledged that, the fact of working about the arrangements can change fast in response to the generational alterations, technological disruption and business interruptions.
The benefit of virtual international assignments also leads in maintaining cost. This is the situation where the budgets of the organisation can be constraints and forces the management to accept new method of compensation approaches, that is local and various forms of reduced packaging as well as introduce a new segmentation within the policy (Jooss, McDonnell and Conroy 2021). Therefore, the virtual technique of conducting assignments is way to reduce the cost where they can eliminate the parts and all of the traditional assignment parts.  On the other hand, another benefit of virtual assignment is that it benefits the individual in maintaining dual career and provide time in resolving family issue. Hence, these issues constitute towards one of the top reasons why the assignments work effectively (Caligiuri et al, 2020). With the inclusion of different ways to alleviate the concern for their spouse for instances, its cam be to offer assistances of job search along with providing coaching or even contributing towards training and educational cost. But when there is loss in dual income and the career scope for the partners cannot always lead to be fully rewarded (Kirk and Howe-Walsh 2021). Along with the benefit of dual career growth, the question of family concern such as schooling which can resulting to huge cost for the company and force families so that they can make it difficult decisions about the future of their families. Lastly, it can also be specified that, the benefit of virtual assignment in comparison to the traditional assignment is the facility of immigration (Khemani 2020). For any individual there might be sufficient willingness for job candidates so that they can fill the oversea roles, but as long as the issue of visas, quotas, work permits restrictions and other than that, it is the legal restrictions that remain impediments towards mobility.

Challenges Of Virtual And Other Forms Of International Assignment

It can be determined that, there are four reasons for the challenges that are faced in virtual and other forms of international assignment are: the risk of dual career issue, the underrepresentation of females in assignee population as it reduces the pool of available talents, repatriation issue as well as the weakness recognised in global talent management system (Bücker et al, 2020). As long as these factors are relevant, along with the provided covid-19 and its association with health risk, safety consideration and personal health is likely to become more prominent factor.

The limitation of virtual assignment is that, not all jobs can be performed remotely and it is more realistic factor which is cannot replace the mobility by practical mobility, but there is less scope of complementary options. However, the organisations might not be able to generate the right technique in places where it can manage a new type of mobility. Thus, tax and compliances are considered to be a barrier for virtual assignments (Selmer et al, 2021). This type of risk usually triggers the unforeseen tax liability and compliances which is significant. On the other hand, it can also affect the increased level of satisfaction of employees where organisation can be concerned about the damages which the organisational culture and teamwork (Frasson 2021). In this situation, the employees also feel isolated and is often judged to be less productive as they manage in the host nations. By being not physically present in the ground for an extended period of time as they can limit the social as well a professional integration in the location where specified assignment can be performed. It is usually the risk which virtual assignees is perpetual to outsiders.


Hence, as per the above analysis it can be stated that the global workforce is facing a complex and challenging situation where the organisations are constantly recalibrating its staffing options. There is a little scope of hesitation where covid-19 pandemic had represented itself with greatest issue towards the movement of the people worldwide who have witnessed in recent memory. Significantly, it is the relationship between the moving employees who are globally on the shorter-term and requires interrogation. While there is a consideration abut the body of research in which the human resource management which would inform about such decisions and would be in need of such findings that are considered in light of fundamental alterations towards the nature of work and employment that usually results in Covid- 19 pandemic. On the other hand, in comparison to the traditional form of managing corporate assignments, the alternative of conducting it virtually are likely to result in significant issues for the MNE’s from the safety and health perspective. Thus, there are individuals who are grounded by owing to the pandemic which may exist loss as significant part of its identity and the lifestyle that is accustomed to them in places on hold.


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