With regard to the elements and implications of workplace safety and health, the main issue in the U.S. Navy is COVID-19 spread. The coronavirus epidemic threatens the personnel losses of the U.S. Navy. According to Payne et al., recruits being infected by SARS-CoV-2, even in a mild form, cannot be recruited into the U.S. Navy. All recruits are required to provide data on their families’ health status and undergo mandatory testing for coronavirus.
The current situation threatens the U.S. Army with personnel shortages in the near future. Moreover, other quarantine measures imposed by the U.S. authorities threatened the need for recruits. The largest number of infected has been detected in the U.S. Army – over 22.6 thousand service members. The U.S. Navy has recorded more than 13 thousand cases of COVID-19. In the army, the dense quarters of the soldiers are an indispensable component for completing missions. The military cannot comply with the same distancing standards compared to society. According to Payne et al., appropriate measures were taken to prevent the disease’s spread when the training flights were suspended. Army commanders face the challenge of maintaining combat readiness and protecting the health of personnel.
Concerning international HRM, the system of motivation and career prospects are prioritized. The most critical elements of real HRM from a global perspective emphasize the quality of attracting, hiring, and developing employees. According to Menjívar and Lakhani, since 2001, nearly 110,000 military personnel have received citizenship; about 8,000 immigrants apply to join the United States Armed Forces annually. The Department of Defense acknowledged the gaps associated with verifying persons with foreign origins. Immigrants undergoing training and testing obtained an undefined status; some were fired without granting citizenship. The main problem facing international HR managers is the difference in cultures, economic development, and legal systems. These differences require developing and implementing a personnel management strategy that should ensure the adaptation of the personnel management strategy to the host country’s national characteristics.