Blog 02 - Five latest trends in Human Resource Management
Five
latest trends in Human Resource Management
Reflecting the past
three years, it has been a roller coaster ride for many almost all of the
business entities around the globe. Mainly due to the fact of pandemic
outbreaks and economical tumble. But those paved the path for new trends that
turned the business world to another shape.
1. Hybrid workplace
This model is also
recognized as ‘Remote workplace’, ‘Work from home’, Virtual office model,
Virtual Employee Experience Etc. The main objective is to make the employees’
productivity even though they are away from their usual work desk. Iqbal et al. (2021) provided information about
the hybrid work environment at Google. Sundar Pichai, Google's CEO, disclosed
the company's hybrid work plan in May 2021, which enabled workers to work from
the office three days a week and remotely the other two. Beno (2021) mentions
that When the COVID-19 outbreak prompted many businesses to close their doors
in 2020, in-office employees were forced to work remotely. Many firms now have
to manage a remote staff on a regular basis.
2. HR Digitalization / Automation
Due to the fact of
implementations such as Hybrid work models, Digitalization or Automation has
become a trend in the global HR platforms. Beno (2021) describes as HR
departments have the ability to transform the Great Resignation into the Great
Opportunity. Digital platforms will be critical in sharing varied tales,
gathering valuable people data, and allowing automated procedures that will
enable internal operations function more quickly, smoothly, and efficiently. These
digital solutions will also foster stronger bonds between frontline staff and
their workplaces. Because, no matter how much technology penetrates our daily
work lives, the basic human urge to feel connected and satisfied will remain an
evergreen priority for all HR professionals.
3. Employee Upskilling
Upskilling and
reskilling of employees will be one of the most essential HR trends and
strategies for businesses in the near future. According to Sutan (2021)
supported by Udemi’s Survey (2020) mentions that Upskilling demand is expected
to increase to 38% by 2020. In comparison, this percentage was just 14% in
2019. Furthermore, Jaiswal (2021) reveals it was discovered that COVID-19 has
rendered reskilling even more necessary. Employees demand additional talents
for each profession as time passes, and the majority of these skills are new.
To be more explicit, the overall number of talents required for a job is
increasing by 10% every year. True, we can no longer be happy with a university
diploma and the information gained there. The route of a career has now become
one of continual learning, and the HR department should be prepared to cover
such critical developments in human resource management.
4. Diversity, Equity and Inclusion
(DEI)
Companies understand the
value of diverse teams in terms of company innovation, profitability, and team
morale. Raimi et al. (2022) mentions
some DEI Goals as follow,
Ø Restructured
hiring strategy
The
first step in ensuring a diverse workforce is hiring. Common recruiting approaches
that will assist HR directors in building diverse teams include diversity
sourcing, blind hiring procedures, and AI-powered applicant screening.
Ø Initiatives
in education
Starbucks,
for example, began anti-bias training for staff in the United States and Canada
to combat racial and ethnicity bias. The corporation took these steps in
response to a notable Philadelphia instance in which two African-Americans were
detained at Starbucks for no apparent reason.
Ø Accountability
and analytics People
Analytics
will be useful in setting SMART diversity objectives, measuring HR initiatives,
and creating an inclusive workplace. HR leaders will be able to evaluate
diversity ratios across the firm and identify possibilities for improvement
using automated diversity solutions that provide meaningful data.
5. GIG Economy
The gig economy is not
a new phenomenon. The word was initially used in 2009 to characterize a new
workforce trend based on free-floating projects, consultancies, and part-time
job possibilities in a digital marketplace. Surprisingly, the notion of the gig
economy dates back to the 1900s, when businesses enabled temporary workers to fill
shortages in the workforce Iqbal et al.
(2021).
Furthermore Beno (2021)
mentions that with the current turn of events, as well as a wide range of
chances for employees to acquire and develop new skills, the gig economy graph
is on the rise. According to a research, 86.5 million individuals would be
freelancing in the United States by 2027, accounting for 50.9% of the entire
U.S. employment. Some of the causes for this expansion include:
Ø Workers
benefit from a degree of flexibility in the gig economy. Due to the disruptions
created by the epidemic, an increasing number of full-time professionals are
now resorting to gig possibilities out of need.
Ø With
full-time employees accepting gig possibilities, organizations that rely on
freelance workers benefit financially.
References
Beno, M. (2021) On-Site
and Hybrid Workplace Culture of Positivity and Effectiveness: Case Study from
Austria DOI:10.36941/ajis-2021-0142
Iqbal, K.M.J., Khalid, F., Barykin, S.E., (2021). Handbook
of Research on Future Opportunities for Technology Management Education
(pp.28-48) DOI:10.4018/978-1-7998-8327-2.ch003
Kuznecov (2020) With strong screening and sourcing technologies in place, HR managers can recruit and hire first-class specialists in a timely manner. Unfortunately, not everyone has such capabilities at their disposal. Having optimized technology at your fingertips allows recruiters and HR to find, source and select candidates more efficiently. They are able to focus on data-driven decisions – strongly considered the best approach to hiring procedures.
ReplyDeleteThank you Adrian for your Comment. However there is a high risk involved in the process as well. According to Sarrat (2017) There is a possibility that the candidate selected for the post is not worthy of the position offered and he/she can take advantage of their position in the company. This type of risk is very much common in an external recruitment process as most of the candidates applied for the job are total strangers to the company. And that is why it is considered one of the higher risk processes of recruitment.
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