Digital Transformation in HR

• Developing the right workplace model is viewed as crucial for success by 87% of business leaders.
• Only 24% of leaders feel prepared to embrace workplace model changes.

Digital Transformation in HR

• Digital and social media are reshaping job searching, recruitment, retention, and employee training.
• Career sites are more transparent, offering insights into employers via platforms like Glassdoor, CareerBliss, CareerLeak, and JobBite.
• 48% of job seekers use Glassdoor during their job search, often before applying to check out a company.
• Transparency encourages HR to ensure fairness in internal processes.
• Digital/social media has revolutionized recruitment, with managers using LinkedIn to identify and vet active and passive candidates.
• Gild helps managers find skilled software engineers by assessing open source code.
• Talent analytics algorithms can enhance employee retention by tracking factors like experience, advancement, and social media activity.
• Talent analytics tools synthesize data from learning and customer management systems to improve training effectiveness allowing HR personel to understand the impact, and why, of training courses.
• Approximately 70% of job openings are online and analytical tools scrutinize these to find industry hiring trends and competitive pay data.
• HR managers are focusing on long-term, strategic issues.
• Strategic HR involves creating policies that align employee competencies with company goals.

Evolving Role of HR Managers

• HR tasks now require strategic planning and data-driven decision-making skills.
• HR managers should defend plans with measurable terms like ROI.
• HR managers must understand strategic planning, marketing, production, and finance.
• HR managers need to manage org changes, employee engagement, and redesign structures during company merges and expansions.
• Aside from being sociable modern HR requires the competencies, skills, knowledge and expertise itemized in the SHRM Body of Competency and Knowledge
• HR managers should exhibit: leadership and navigation, ethical practice, business acumen, relationship management, consultation, critical evaluation, global and cultural effectiveness, and communication.

Social media's dual role

• Social media presents benefits and risks.
• Risks include employees potentially harassing coworkers via platforms like Facebook.
• Employers need to distinguish between illegal online harassment and simple personality conflicts.
• Companies should implement zero-tolerance policies for bullying.
• Social media helps in staffing by finding candidates on LinkedIn and vetting applicants on Facebook.
• Reviewing applicant profiles on social provides problematic data like race and religion.
• Some states restrict employers from requesting employee/applicant passwords.
• Companies should have policies limiting online candidate checks.
• Supervisors should consider restricting their own behavior when it comes to checking on employees.

Recent Trends in

• Globalization is impacting the modern trends of Human Resource Management.
• Business has expanded globally, necessitating new skills such as cultural adaptability, knowledge, and skills.
• Organizations must train individuals to handle global assignments and challenges.
• HRM requires that management is flexible in its practices.

Workforce Diversity

• Workforce diversity encompasses employee similarities and differences like age, culture, race, gender, and more.
• Diversity is linked to the organizations strategic direction.
• Ending gender inequality and breaking down glass ceilings are goals for modern employers.
• Organizations require a a family friendly environment with flexible work schedules and other benefits.
• HRM must be aware of age differences and respect diverse perspectives.
• A participative approach helps manage diversified workforces.
• Managing a diversified workforce is a challenge for management.

Shifting Employee Expectations

• Modern workers are educated, demanding, and ready to protest to meet expectations.
• The list of employee demands continues to grow.
• Turnover is rising in industries like software and telecom companies.
• Acquisition and development costs of recruits will mount with ignored expectations.
• Organizations need to efficiently anticipate turnover through HRM planning, training schemes and compensation.

Required Skills

• Recruiting skilled labor is important for productivitiy, quality and a diverse workforce.
• Skills deficiencies translates to losses for the organization.
• Growing jobs require more education and higher english.
• HRM practitioners need to communicate with educators, etc. to weigh skill deficiencies/shortages.
• HRM must devise training programs to bridge skill deficiencies.

Trends in Corporate Downsizing

• Organizations attempt to delayer to create greater efficiency and reduce costs.
• Downsizing focuses on reduce the number of workers employed by the organization.
• Proper communication and factual updates are vital during streamlining.

Enhanced Procedures

• Organizations strive to improve procedures like hiring people, processing and customer needs.
• HRM is important when implementing improvement programs.
• Clear communication is key when implementing change.

Re-engineering Practices

• Improved processes come from continuous improvement initiatives focus on incremental change.
• Re-engineering involves assessment of 70% of work process in an organization.
• It requires rethinking work, execution, etc.
• To avoid frustration employees require direction from HRM of what to do.
• HRM needs skills training to generate its benefits.

Occasional Employed Hires

• Contingent workforce are hired for periods of time.
• Organizations require to manage transition.
• HRM should partner in strategic decisions and locate/bring in temporary workers to the organization.
• HRM should adapt them quickly and give thought to how to attract quality temporaries.

Customized Labor practices

• Mass Customization is a lot of customization.
• HR needs marketing tool around customization for consumer applying them the talent.
• HR should understand level of customization in the employment.
• Customization will mean the different will receive work conditions based on their contribution.

Work Site Organization

• Telecommunication has allow employees to work anywhere.
• Decentralized work sites present HRM challenges in managing employees.
• Managers require ensure timely completion and work quality.
• HRM should rethink the compensation policy of employees.
• Health and safety of workers is the organizations repsosibility.

Involved Workers

• For today's organization's there are important role to play for HRM to implement involving workers.
• What is needed is demonstrated leadership as well as supportive management.
• Employees need to be trained in those role.

Technological Aspects

• Tech has improve a lot to HRM which are seen simplify of HRM functions in companies.
• Paper work has replace by HRM.
• Systems help store hand handling lot of data other hand have have to manage.
• HRM concerned with safety the information of staff and is forefront personnel operating.

Health Awareness

• Safety is managers concern because increasing number of injuries.
• Workers are supervise for safety.
• HRM must subscribe and paid for its worker clubs/ health.
• HRM has shifted to services by sensitization/insurance it has see high result by retaining employee's.

Balanced Life

• It has become a big debate about family life work balance.
• A happy family is equal to happy works.
• HRM must provide for family.

Managing Confidentiality

• In the short run there were challenges but organization to maintain well to stay competitive.
• As longer this need HRM is needed an human resources.
• Organizations need to dig deepen.

Conclusions

• Country borders are changing.
• Workforce is being more open.
• There are increasing education.
• There are many talents that available.
• The opportunities are more to be improving as skill.
• Organizations need ageing to deal workforce by managing, integrally, managing, multiple.
• HRM has grow and to new trend remain partner.