Seminar-Workshop in HRM Trends & Issues PDF

SEMINAR-WORKSHOP IN HRM TRENDS & ISSUES LESSON 1: Understanding Human Resource Management HRM Defined Human Resource Management is a strategic and coherent approach to managing an organization's most valuable assets - the people working there who individually and collectively contribute to the achievement of its objectives. It involves the direction and coordination of human resources in an organization to attain organizational goals with the least effort, friction, and proper regard for the wellbeing of personnel. The Role of HR in Organizational Success 1 Strategic Partnering 2 Creating a Positive Work Environment HR has evolved from a primarily administrative A positive organizational culture is vital for function to a strategic partner within employee satisfaction and retention. HR plays a organizations. This transformation involves critical role in shaping this culture by promoting aligning HR practices with business objectives to values such as inclusivity, collaboration, and drive performance and productivity. respect. Compliance and Risk Management 4 Performance Management 3 HR is also responsible for ensuring compliance Effective performance management systems are with labor laws and regulations, which is vital for aligning individual contributions with essential for protecting the organization from organizational goals. legal risks. Strategic Partnering Talent Acquisition and Retention Employee Development One of HR's primary responsibilities is to Continuous training and development are attract and retain top talent. Organizations crucial for enhancing employee skills and that invest in their employees' growth and competencies. HR facilitates this by create a supportive work environment are providing access to relevant training more successful in maintaining a skilled programs, workshops, and mentorship workforce. opportunities. Creating a Positive Work Environment Employee Engagement Diversity, Equity, and Inclusion (DEI) Engaged employees are more productive Emphasizing DEI initiatives not only helps and committed to their organizations. HR create a more equitable workplace but also initiatives aimed at enhancing employee drives innovation by bringing diverse engagement—such as recognition perspectives into decision-making programs, feedback mechanisms, and processes. HR is instrumental in team-building activities—can significantly implementing policies that promote impact morale and job satisfaction. diversity and ensure that all employees feel valued and included. Compliance and Risk Management Policy Development Conflict Resolution By developing clear policies regarding Addressing workplace conflicts promptly workplace behavior, safety standards, and and effectively is another critical function employee rights, HR helps mitigate risks of HR. By mediating disputes and fostering associated with non-compliance. This open communication channels, HR helps includes training staff on these policies to maintain a harmonious work environment ensure understanding and adherence. that supports productivity. Performance Management Setting Clear Expectations Rewarding High Performance HR establishes performance metrics that Implementing fair compensation guide employees on expected outcomes. structures linked to performance Regular feedback sessions help employees encourages employees to excel in their understand their progress and areas for roles. Recognizing achievements through improvement, which can enhance their awards or bonuses can further motivate performance over time. staff to contribute positively to organizational success. Driving Organizational Change Change Management Cultural Transformation HR plays a crucial role in facilitating change As organizations evolve, so too must their initiatives by preparing employees for cultures. HR is responsible for leading transitions through communication, cultural shifts that align with new business training, and support systems. This strategies or market demands, ensuring ensures that employees are equipped to that the workforce remains engaged and handle changes effectively without motivated during transitions. disrupting productivity. HUMAN RESOURCE SYSTEM  HR Philosophies describe the overarching values and guiding principles adopted in managing people.  HR Strategies define the direction in which HRM intends to go.  HR Policies the guidelines defining how these values, principles and the strategies should be applied and implemented in specific areas of HRM.  HR Processes consisting of the formal procedures and methods used to put HR strategic plans and policies into effect.  HR Practices comprising the informal approaches used in managing people.  HR Programme which enable HR strategies, policies and practices to be implemented according to plan. https://www.techjockey.com/blog/functions-of-human-resource-management#features_of_hrm_or_human_resource_management PEOPLE-ORIENTED INDIVIDUAL-ORIENTED Humans are what HRM For smooth human resource comprises and hence people management, it is important to must be the center of any HR take out time to meet individual management policy employees and get feedback. The ability to develop genuine relationships with people is ACTION-ORIENTED FUTURE-ORIENTED crucial for any HR. The role of HRM team is not all Whether it is meeting new about written regulations. They trends or changes in the work must constantly check on how environment, the HR employees are doing and take department plays a pivotal role immediate action to solve their in developing future goals and problems, if any, that may arise objectives of the company. DECISION-ORIENTED at the workplace. HR relies on market DEVELOPMENT facts and -ORIENTED data The as wellofasHRM role internal teamfeedback is to to provide accurate ensure the development of and helpful information. employees inThese facts greatly an organization. EMPLOYEE-ORIENTED influence The other thepart of decision-making their job also HR professionals should be able process, involves supporting cases, and in many help company to create a happy workplace them goals. For analyze this, they must potential keep environment where employees outcomes. up with the pace of business actually feel like coming in and growth and prepare strategies putting in their best effort. accordingly. FUNCTIONS OF HRM Recruitment and selection These are pivotal processes within human resource management aimed at acquiring and appointing the most suitable candidates for vacant positions within an organization. Attracting potential applicants involves utilizing multiple channels like job postings, referrals, recruitment agencies, and social media platforms within the recruitment process. This phase also includes the creation of job descriptions, the advertisement of vacancies, and the proactive search for candidates possessing the necessary skills and qualifications. FUNCTIONS OF HRM Training and Development Training and development are essential components of human resource management aimed at enhancing employee skills, knowledge, and abilities to improve performance and facilitate career growth. Training refers to the systematic process of providing employees with the necessary skills and knowledge to perform their current job responsibilities effectively. It often involves formal programs, workshops, seminars, on-the-job training, and e-learning modules tailored to address specific skill gaps or development needs. FUNCTIONS OF HRM Performance Management Performance management is a systematic process aimed at improving organizational effectiveness by aligning individual employee performance with the goals and objectives of the organization. It involves setting clear expectations, monitoring progress, providing feedback, and recognizing achievements to ensure that employees are meeting job requirements and contributing to overall success. Key Components: Goal Setting Performance Appraisal Feedback and Coaching Performance Improvement Planning FUNCTIONS OF HRM Compensation and Benefits Compensation and benefits denote the rewards, both monetary and non-monetary, offered to employees in recognition of their work and contributions to the organization. Compensation encompasses salaries, wages, bonuses, and incentives, whereas benefits encompass non-wage advantages such as health insurance, retirement plans, paid time off, and wellness programs. The objective of compensation and benefits is two-fold: to attract and retain top talent to motivate and reward employees for their dedication and performance. FUNCTIONS OF HRM Employee Relations Employee relations involve overseeing relationships between employers and employees within an organization, fostering positivity, encouraging open communication, resolving grievances, and upholding fairness and respect in the workplace. Critical elements of successful employee relations comprise: setting clear policies and procedures offering channels for employee feedback and expression, swiftly and fairly resolving conflicts, fostering mutual trust and respect between management and staff.. FUNCTIONS OF HRM Workplace safety and Health Prioritizing workplace safety and health is fundamental in organizational management, dedicated to safeguarding employees’ well-being and shielding them from occupational hazards and risks. This entails the implementation of policies, procedures, and practices geared towards averting workplace accidents, injuries, and illnesses. Critical elements of successful workplace safety and health management encompass risk assessment, hazard identification, employee training and education, implementation of safety protocols and procedures, emergency preparedness, and continual monitoring and evaluation. FUNCTIONS OF HRM Diversity and Inclusion Championing diversity and inclusion stands as a cornerstone for cultivating a vibrant and inclusive workplace ethos. HRM employs strategies to allure, retain, and cultivate a diverse talent pool, encompassing individuals from diverse backgrounds, cultures, and viewpoints. By embracing diversity, organizations stimulate creativity, innovation, and gain a competitive edge in today’s ever-evolving global landscape. Embracing diversity and fostering inclusion within organizations leads to enhanced innovation, creativity, and collaboration, along with heightened employee engagement, morale, and retention. FUNCTIONS OF HRM Talent Management Talent management involves strategic processes and practices designed to attract, develop, retain, and unleash the full potential of employees to achieve organizational goals. This encompasses workforce planning, recruitment, onboarding, performance management, career development, and succession planning. Effective talent management aligns individual goals and aspirations with organizational needs and priorities. FUNCTIONS OF HRM Employee Engagement Employee engagement refers to the emotional commitment and connection employees have to their work, their team, and the organization as a whole. Engaged employees are enthusiastic about their jobs, motivated to contribute their best effort, and aligned with the organization’s goals and values. Essential components of employee engagement encompass transparent communication, acknowledgment, avenues for personal and professional growth, and fostering a positive workplace ambiance. https://www.qandle.com/blog/10-major-functions-of-human-resource-management-hrm/ FUNCTIONS OF HRM HR Information Systems HR Information Systems (HRIS) are software platforms designed to simplify and automate various human resource management tasks, ranging from recruitment and payroll to performance evaluation, training, and employee record-keeping. By leveraging these systems, HR professionals can effectively gather, organize, analyze, and access employee data, facilitating informed decision-making and strategic HR planning. Key features of HRIS include employee self- service portals, time and attendance tracking, benefits administration, and reporting and analytics capabilities. By centralizing HR data and workflows, HRIS simplify administrative tasks, reduce manual errors, and ensure compliance with regulatory requirements. OVERVIEW OF CONTEMPORARY TRENDS IN HR Workplace diversity and Inclusion: TECHNOLOGY AND AUTOMATION IN HR Remote and Hybrid Work Model People Analytics for performance Upskilling Workforce 1. Workplace diversity, equity and Inclusion:  Diverse and inclusive work environments are one of the top trends in human resource management since there is a changing workplace culture in today's companies. Most companies prefer a heterogeneous workforce.  This involves hiring more diverse talent, implementing unbiased recruitment practices, and creating a more inclusive organizational culture.  It helps the business prosper with better creativity, innovation, and decision- making. 2. Remote and Hybrid Work Model  With the COVID-19 pandemic accelerating the trend, remote and hybrid work models have become a norm. HR must adapt policies for remote onboarding, performance management, and maintaining company culture across distributed teams  It has become one of the most significant trends in HRM. As a result, many business industries have started to revise their working arrangement policy. TECHNOLOGY AND AUTOMATION IN HR  Automation of Routine Tasks o Technology has automated complex and time-consuming tasks such as payroll processing, tax calculations, and benefits administration. This reduces errors and saves time, allowing HR professionals to focus on more strategic functions.  Recruitment and Onboarding o Technology allows for remote onboarding processes, enabling new hires to complete orientation, training, and paperwork online, especially in organizations with distributed teams or global operations 3. Upskilling Workforce  Upskilling is also one of the global trends in human resource management since most companies plan budgets on improvement and developmental programs. It helps employees prepare for a change.  Upskilling involves providing employees with new skills that enhance their current capabilities, allowing them to adapt to changing roles, technologies, and industry requirements  Upskilling employees can make them understand the job design process and increase employee retention. 5. People Analytics for performance  People analytics, also known as HR analytics or talent analytics, has emerged as a key HR trend in measuring and enhancing employee performance.  By leveraging data-driven insights, organizations can make more informed decisions regarding talent management, performance, and employee engagement  People analytics involves the use of data and statistical models to gain insights into workforce behavior and organizational performance. It combines data from multiple sources (HR systems, employee surveys, productivity metrics, etc.) to assess the impact of human capital on business outcomes and improve decision- making in HR processes. Globalization  Globalization has dramatically changed the landscape of Human Resource Management (HRM), requiring organizations to manage a diverse, geographically dispersed workforce. HR professionals must navigate complex challenges associated with managing a global workforce, which includes dealing with cross- cultural differences, ensuring compliance with various legal regulations, and managing international assignments POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus NARRATIVE REPORT (GROUP 1) DIVERSITY, EQUITY, AND INCLUSION IN THE WORKPLACE Bachelor of Science in Business Administration Major in Human Resource Management 4-1 Submitted by: Vargas, Edward N. Capindo, Jia B. Bueno, Renato Jr. I. Sabigan, Wendelyn Cao, Joynalyn Bacsal, Mary Grace Agapito, Justine Alexandra Noelle Bagadiong, Stephanie Nicole T. TOPIC OUTLINE: Understanding Workforce Diversity Best Practices for Fostering an Inclusive, Workplace Diversity, Equity, and Inclusion (DEI) Strategies Legal and Ethical Considerations in Diversity Management Understanding Workforce Diversity Reporter: Edward N. Vargas What is Diversity? What is Workforce Diversity? The Importance of Workforce Diversity The Benefits of Workforce Diversity in the Workplace WHAT IS DIVERSITY? Diversity is used broadly to refer to many demographic variables, including, but not limited to, race, religion, color, gender, national origin, disability, sexual orientation, age, education, geographic origin, and skills. Meaning, diversity is the recognition that individuals belong to various backgrounds and ways of life, hence to different approaches. It includes not only the characteristics we are born with (race, gender, etc) but also the characteristics we acquire (education level, skills, etc). Accepting this variety means appreciating, and not avoiding the contrasts for they are needed to provide additional sources of creativity, decision-making, and problem-solving. There are two dimensions of diversity; the visible and invisible dimensions. Visible dimensions refer to easily seen or perceived characteristics, for instance, race, gender, age, or any other type of disabilities. For instance, it is apparent that one is either a woman or a person of older age. Unlike the visible dimensions, invisible dimensions refer to the characteristics that a person may possess but do not show, for instance, religion, sexual orientation, education level, and mental health incapacity. For example, a person’s sexual preference or their level of education may not seem to be the most relevant aspects about them, but they are both important features of the person’s identity and worldview. To promote true inclusion, both the visible and invisible dimensions are especially critical since they add to the diversity of experience and opinion. In relation to diversity, there is what we call humanity. This video from Apple, explains that humanity isn’t singular, it’s plural, and that is why there is diversity. humanity is plural because it includes all the different aspects of what it means to be human. Each individual contributes to the richness and diversity of humanity, making it a collective term for all the unique and varied experiences that exist within the human population. Thus, while the word "humanity" is used in singular form, its meaning inherently embraces pluralism and diversity. We cannot think of humanity as a monolithic or uniform entity. Video: https://youtu.be/cvb49-Csq1o?si=NkocN163VTE-Zz-g WHAT IS WORKFORCE DIVERSITY? It refers to the variety of differences between people in an organization. That sounds simple, but it encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, function, education, background. A diverse workforce means having employees from different domestic and international cultures, age groups, and genders working together. For instance, the BPO (Business Process Outsourcing) firms hire employees from different parts of the country, blending various regional cultures, dialects, and educational backgrounds into one workforce. THE IMPORTANCE OF WORKFORCE DIVERSITY Maximize the productivity and enhance the creativity ○ When employees from different backgrounds and perspectives come together, they can approach problems creatively and find innovative solutions. bring different experiences and viewpoints to the table. Increase the loyalty of employees ○ It increases employee loyalty because people feel valued and respected regardless of their background. Employees are more likely to stay with a company that supports diversity, as they feel a sense of belonging. Improving decision-making by providing different perspectives on problems ○ Diversity enhances decision-making by bringing together people with different backgrounds and perspectives. This variety allows for a more comprehensive evaluation of problems, leading to innovative and well-rounded solutions by considering multiple viewpoints and reducing biases. Satisfy diverse needs of customers ○ A diverse team can better understand and anticipate the needs of a wide range of customers, as their varied experiences and insights allow them to create products and services that resonate with different cultural, demographic, and personal preferences. This leads to improved customer satisfaction and engagement THE BENEFITS OF WORKFORCE DIVERSITY IN THE WORKPLACE Strengthen cultural values within the organization ○ Organizations in the Philippines, such as Jollibee Foods Corporation, recognize that their role extends beyond merely generating profits; they also prioritize the cultural values that shape their identity and the communities they serve. By embracing diversity and promoting cultural understanding within their workforce. Enhance corporate reputation ○ One of the best examples is the Philippines Best Employer Brand Awards that goes to AYALA Corporation. They are known as the organization who promote diversity and inclusion in the company. Help to attract and retain highly talented people ○ The tech companies in the Philippines, such as Accenture, are known for their diversity and inclusion policies, making them attractive to a wide range of talent, (across the different regions in the Philippines and all over the world. ) Reporter: Jia B. Capindo Continuation of Benefits of Workplace Diversity in the Workplace Challenges of Workplace Diversity Some examples of Diversity in the Workplace The Goal of Workplace Diversity BENEFITS OF WORKPLACE DIVERSITY IN THE WORKPLACE Improve Motivation and Efficiency of Existing Staff ○ A diverse workplace brings together individuals with different perspectives, experiences, and backgrounds, which helps create an inclusive culture. This can boost employee morale, as workers feel more valued for their unique contributions. The diversity of thought encourages collaboration and learning from one another, which, in turn, enhances productivity and efficiency. When employees see that their differences are respected and appreciated, they are likely to feel more engaged and motivated, which positively impacts their work performance. Improve Motivation and Creativity among Employees ○ Diversity introduces fresh ideas and different ways of thinking, which is essential for fostering creativity. Employees from various backgrounds bring unique insights into problem-solving and innovation, which can inspire creativity across the organization. When people collaborate with colleagues from different perspectives, they are more likely to explore new approaches, experiment with solutions, and develop innovative products or services. This cultural exchange makes the work environment more dynamic and stimulating, enhancing overall motivation among employees. Enhance Service Levels and Customer Satisfaction ○ A diverse workforce is better equipped to understand and meet the needs of a diverse customer base. Employees who share similar backgrounds or experiences with clients can provide personalized service, which builds trust and enhances customer relationships. Furthermore, diverse perspectives help companies anticipate the preferences and concerns of various demographic groups, enabling them to offer more tailored products or services. This leads to improved customer satisfaction, as clients feel more understood and valued, driving loyalty and positive business outcomes. CHALLENGES OF WORKPLACE DIVERSITY The Potential for Conflict ○ In a diverse workplace, employees from different backgrounds may have varying perspectives, values, and work styles. While diversity encourages creativity, it also increases the likelihood of misunderstandings or disagreements. When these differences aren’t managed effectively, conflicts can arise. This tension, if not addressed, may reduce collaboration, lower morale, and create divisions within teams. Unresolved conflict can lead to a less inclusive environment, undermining the benefits of diversity. The Need for Training ○ Diversity brings new opportunities, but it also requires organizations to provide proper training to ensure everyone understands how to work effectively with colleagues from different backgrounds. Without adequate diversity and inclusion training, employees may lack awareness of cultural sensitivities, which could lead to unconscious biases, stereotypes, or inappropriate behavior. Failing to address this need can reduce the overall effectiveness of diversity initiatives and hinder employee cohesion and productivity. Communication Barriers ○ In a diverse workplace, language differences, accents, or variations in communication styles can create barriers to clear communication. Misunderstandings or misinterpretations may occur, causing frustration and reducing efficiency. For example, non-verbal cues may be interpreted differently across cultures, leading to unintended offense or confusion. If not addressed, communication challenges can hinder teamwork, slow down processes, and negatively impact the work environment. The Risk of Discrimination ○ Workplace diversity can also raise the risk of discrimination if not managed properly. Employees may experience conscious or unconscious bias, exclusion, or unfair treatment based on their race, gender, ethnicity, or other characteristics. Discrimination in any form can damage workplace morale, decrease employee engagement, and lead to legal issues. If employees feel discriminated against, they are less likely to contribute fully, which undermines the goal of fostering a truly inclusive environment. Cultural Misunderstanding ○ Different cultural backgrounds can lead to misinterpretation of behaviors, gestures, or work practices. For example, what may be considered appropriate behavior in one culture might be seen as disrespectful in another. These cultural misunderstandings can cause friction among employees and may create an uncomfortable or even hostile work environment. A lack of cultural awareness can undermine collaboration and team cohesion, as employees might feel alienated or misunderstood. SOME EXAMPLES OF DIVERSITY IN THE WORKPLACE Physical Abilities and Disabilities ○ A diverse workplace includes individuals with different physical abilities, offering equal opportunities to those with disabilities. Providing accessible workspaces and accommodations fosters inclusivity and enables everyone to contribute fully. LGBTQ+ Inclusion ○ Creating an inclusive environment for LGBTQ+ employees means supporting diverse sexual orientations and gender identities. This involves policies that protect against discrimination and promote respect and equality for all employees, regardless of their gender identity or sexual orientation. Cultural and Ethnic Diversity ○ Employees from different cultural and ethnic backgrounds bring varied perspectives, experiences, and approaches to problem-solving. Encouraging cultural diversity enhances creativity and allows businesses to better serve diverse customer bases. Educational Background Diversity ○ Hiring individuals with diverse educational experiences (e.g., different degrees, certifications, or informal learning) promotes a variety of thought and problem-solving skills. This diversity in knowledge and expertise leads to more innovative and well-rounded teams. THE GOAL OF DIVERSITY The goal of workforce diversity is to create a workplace that is inclusive and reflective of the community in which it operates. By having a diverse and inclusive workforce, businesses can benefit from a wide range of perspectives and ideas, which can help them to be more innovative and competitive. ○ The goal of workforce diversity is to build an inclusive environment where employees from different backgrounds, cultures, and experiences feel valued and respected. By reflecting the diversity of the community, companies can benefit from a broader range of ideas, perspectives, and problem-solving approaches. This variety of viewpoints fosters innovation and creativity, helping businesses stay competitive in a rapidly changing market. A diverse workforce also allows companies to better understand and serve diverse customer needs, improving overall business performance and success. Reporter: Renato Bueno Jr. BEST PRACTICES FOR FOSTERING AN INCLUSIVE WORKPLACE There are many multinational companies that have mandated the Diversity, Equity, and Inclusion (DEI) framework, so basically the burden to implement this is little. Meanwhile, in the Philippine workplace, they have started to implement this DEI, even if this is not mandated.; they have started to create the best course of action so they can be more inclusive. Before we dive into that, let’s first define the terminology. What is inclusivity? Inclusion is about how well the contributions, presence and perspectives of different groups of people are valued and integrated into an environment (Great Place to Work, 2024). It's about creating a sense of belonging( Santhosh,2024). This passage tells us that in order to activate inclusion, the organization must make sure to create a safe space, the perspectives of diverse employees must be recognized where they can amplify their voice, so they can feel valued and accepted with their authentic selves. This puts a premium on their well-being; one of the panacea to this is to have an inclusive workplace. Mainstreaming inclusion and diversity is surely beneficial both to the organization and employees. The diversity that lacks genuine inclusion is often called “tokenism.” Tokenism is an adjective which means that when you make something symbolic for a certain minority not to actually help them but to show to other people that you are supporting their causes. Basically, all your words are just for mere symbolism, but your actions are not reflective. For example, when you are claiming that your organization supports women’s rights or LGBT causes. You made a rainbow in the street but when somebody asked you to support SOGIE BILL, then you said no. This is called tokenism. Why do we champion inclusion in the workplace? In a study among the senior citizens in a selected fast-food chain in Manila. It revealed challenges like inadequate earnings, limited training opportunities, interpersonal conflicts, and post-employment issues (Ybañez et al., 2024). Meanwhile, in LGUs setting among LGBT; challenges arising from unsupportive employees and inadequate policy enforcement. Some still experienced being discriminated against using comfort rooms and uniforms, underlining the need to combat stigma (Vargas et al., 2024). This study is crystal clear on why we should mainstream diversity and inclusion. This is an avenue to make a move and implement this inside the organization for the reason of mitigating the possible discrimination against this minority and making sure that their well-being is elevated and well taken care of. BEST PRACTICES FOR FOSTERING INCLUSIVITY IN THE WORKPLACES 1. Enhanced accessibility measures One of the key practices is enhanced accessibility measures. This includes providing tools and accommodations that ensure all employees, regardless of physical or cognitive abilities, have equal access to resources and opportunities. For example, offering flexible work schedules, assistive technologies, or wheelchair-accessible facilities can significantly improve the workplace experience for many. 2. Recognize and reward everyone’s performance Another important step is to recognize and reward everyone’s performance fairly. This means developing transparent and unbiased performance evaluation processes that ensure every employee's contributions are acknowledged, promoting a sense of belonging. Regularly celebrating individual and team achievements can further cultivate an inclusive culture. The argument is that if we want more productivity, more participation; the organization must provide a reward system without making any uncious bias regardless of the differences. 3. Focus on incorporating inclusive language Incorporating inclusive language is also critical in fostering inclusivity. This involves avoiding words or phrases that may exclude or alienate certain groups, and ensuring communication is respectful of diverse backgrounds, identities, and perspectives. Inclusive language empowers employees by reflecting their value in the organization. For example, the proper recognizing pronouns of a person before calling them sir/or ma'am. Another thing is the use of lived names especially to trans people who are not comfortable using their birth name. Some organizations can also allow in using lived names with the documents and email to make sure to increase the confidence of their constituents. 4. Create events and initiatives focused on inclusivity Additionally, hosting events and initiatives focused on inclusivity can bring people together and foster deeper connections across different departments and teams. These initiatives, like diversity workshops, cultural celebrations, or team-building activities, encourage open conversations and strengthen the community. 5. Employee Resource Groups (ERGs) Lastly, forming Employee Resource Groups (ERGs) is a great way to support employees from various backgrounds. ERGs provide a safe space for underrepresented groups to share their experiences, advocate for their needs, and contribute to company-wide inclusion efforts. These groups play a crucial role in shaping policies and practices that reflect the diverse voices within the organization. In short this is a periodic check up among the employees with the same identities to acknowledge what they feel at their work and share it among their peers. Reporter: Wendelyn M. Sabigan Continuation of the 5 Best Practices for Fostering An Inclusive Workplace 6. Make Inclusion Part of the Onboarding Process - We should create a good onboarding experience for new employees so they feel welcome and comfortable right from the start. When new hires feel acknowledged and included, it sets a positive tone for their time at the company. For example, in a company, Edward is new and it’s his first day at work. To ensure an inclusive onboarding experience, the HR team has planned a comprehensive orientation. During that orientation, each of them shared a fun fact about their background, and right from there, Ed could feel included. Afterward, Ed was paired with his mentor, Tine, who will show him inclusive spaces like the quiet room for focused work and the lounge for team gatherings. We could also organize icebreaker games or team-building activities to help new employees get to know their colleagues in a fun way. Ed could also receive a welcome packet containing information about inclusion policies, resources for mental health, and contact details for HR for additional information. Of course, Ed will also be shown the inclusion policies in the workplace and will be explained how to report any issues. In this way, Edward will feel safe and important, and by the end of the day, he will be excited to be part of a supportive team. 7. Flexible Work Arrangements - Flexible work arrangements will allow employees to choose their work hours and location to better fit their personal lives. The benefits of this for the employees is that it will help them manage their work-life balance. There are different types of flexible work arrangements. Remote work options, since your company offers a work-from-home setup, for example, if your employee has a mobility issue, they have the option to work from home to avoid commuting so they can focus on their tasks more comfortably. Also, flexible hours, or what is also called flextime; for example, instead of starting work at 8 a.m. with core hours from 10 a.m. to 3 p.m., you could start at 9 a.m. as long as you fulfill the required hours of work in a day. 8. Review Recruiting and Compensation Practices - Here, we will check the hiring process. We will regularly look at how you hire people to make sure it’s fair for everyone and doesn’t favor one group over another. Job descriptions should focus only on what’s really needed for the job. And our compensation policies should be transparent and visibly organized. We will make sure your pay practices are clear and easy to understand. Also, fair pay for everyone; we will regularly check to ensure that employees are paid fairly and that there are no pay gaps based on gender, race, or other factors. This helps make sure everyone is treated equally. 9. Implement Comprehensive Bias Training - To reduce unconscious bias and create an inclusive workplace, organizations need to provide thorough bias training. According to research by Dobbin and Kalev (2016), it shows that interactive programs and workshops that encourage employees to consider others' perspectives are effective in decreasing biases. This type of training helps employees identify their own biases and learn how to address them to foster a more inclusive environment. If we address unconscious bias, it promotes fairness, improves employee engagement, and strengthens the company reputation. There are a lot of consequences if we do not address unconscious bias in the workplace, there will be inequality, low morale, increased employee turnover, poor team performance, and of course, it can damage the company's reputation. 10. Conduct Employee Surveys - The best way you can find out what employees need in order to feel included is to ask them. Instead of just making assumptions about what employees need, it is important to directly ask them. We have what we call confidential surveys that allow employees to express their thoughts and feelings anonymously, which also encourages honesty. Sample statements are: This company does not tolerate jokes or teasing about race, ethnicity, culture, sexual orientation, and gender. I feel comfortable talking with management and my colleagues about my background and cultural experiences. This company is committed to meeting the needs of employees who seek accommodations. By doing this, we can improve inclusivity in the workplace, and based on the results we gather through the survey, we can implement necessary changes. Reporter: Stephanie Nicole T. Bagadiong DEI Strategy A DEI strategy is a set of practices, policies, and initiatives that organizations use to create a diverse and inclusive workplace. The end goal of a DEI strategy is to create a culture where all employees are respected, treated fairly, and have access to the same opportunities. This has become one of the focus of companies nowadays. As we all know, a company’s workforce is comprised of different people with diverse backgrounds, that’s why conflicts and issues such as discrimination, biases, unfair treatment are inevitable. The management has to make efforts to address this problem and strive to create a positive work environment where people from different backgrounds, and diverse identities feel accepted and respected. That’s the role of dei strategy. 9 DEI Strategies Make DEI part of your core company values When we say corporate values, this pertains to the principles and set of beliefs within an organization wherein it guides and influences every aspect of the company. It influenced the way people behave, it influenced the way they make decisions, and it shapes the culture within the workplace. If companies were to include DEI into their core values, then it becomes a priority for all. Everyone will hold themselves accountable to these values, because that’s what the company hopes to achieve for the organization, and with a common purpose, employees can understand what is expected of them. Also, this can help companies address systemic issues. If there’s something lacking in the current system of the organization, the company can identify areas of improvement or areas that need change in the system and implement practices and policies that promote a diverse, equitable, and inclusive workplace. Challenge unconscious bias Unconscious bias refers to a bias that we are unaware of and which happens outside of our control. It is a bias that happens automatically and is triggered by our brain making quick judgements and assessments of people and situations, influenced by our background, cultural environment and personal experiences. Unconscious bias can lead to discriminatory behavior, that’s why it’s important that we acknowledge and address these hidden stereotypes and assumptions we have in our mind that can influence our behavior and decisions. Companies can start by educating leaders and teams about what these biases look like. It’s also important to implement fairer practices in hiring, promotions, and in other aspects of business processes to eliminate biases. Foster diverse thinking One of the advantages of a diverse workforce is that they bring a wide range of perspectives, experiences, and insights to the table. By letting people from different backgrounds share their ideas, it leads to more creative solutions and better problem-solving. It creates a more inclusive environment where everyone feels valued and heard. Develop strong anti-discrimination policies One of the strategies to create a fair and inclusive workplace is through developing anti-discrimination policies. It aims to protect employees and promote a culture of equality and respect within the organization. A strong anti-discrimination policy includes creating a clear set of guidelines that outline the company’s commitment to preventing discrimination based on factors like race, gender, age, disability, sexual orientation, and religion. The policy should define what constitutes discrimination, detail the procedures for reporting incidents, and establish consequences for violations. Reporter: Joynaly Cao Welcome remote and hybrid team members The hybrid work model is flexible, with employees balancing working remotely and working in the office. it means embracing and to have equality to those employees who use this approach of working. So many of us are working in different ways now – and at different times of a day or night. They might show up on a video call in a t-shirt or with our pets or with our religious iconography in the background, or with distinct, new cultural references. Hybrid Work Types There are different naming conventions for the various hybrid work model arrangements but in general, there are four main types: Office-centric requires employees to work in the office for most of the work week. However, the employees may have some flexibility regarding their in-office hours and which days they work from home each week. Flexible a hybrid model lives up to its name, offering employees schedule flexibility. This means the time they spend working in and out of the office is entirely up to them. Remote-friendly for businesses set clear guidelines on when and how employees work remotely. The employees work remotely but not a 100%. Remote-first allows most employees to work remotely most of the time. Listen to your employees Employee listening is an organizational framework that is focused on gathering relevant employee feedback and turning it into actionable insights. Employee Listening means active listening (you didn’t see that coming, did you). However, it’s more than just a fancy term for listening. especially employee populations at the highest risk of exclusion. Listening to your employees is vital. Employee listening involves gaining insight into employees’ daily experiences, concerns, and motivations. The traditional method for it is conducting employee surveys,where you gather an feedback from your employees to see if there's any issues and concerns that needs to be address efficiently. Benefits of an Employee Listening Strategy Employee listening can provide valuable insights into employee experience and satisfaction. There are several reasons why you should listen to your employees: it encourages you to build and maintain strong relationships with your employees, which strengthens employee loyalty and a sense of belonging it increases trust in the leadership team it demonstrates appreciation to your employees, which positively affects their satisfaction it allows to improve processes and provide a more productive working environment Maximize opportunities for connection Fostering a sense of connection between employees is essential to creating an inclusive working environment. When employees see each other as people, they can move beyond stereotypes or preconceptions. You can maximize these connections by hosting social events and bonding activities. For example: Team buildings, workshops and seminars that will engage their collaboration with the other employees. The main purpose of the companies doing this kind of strategy is an opportunity to enhance and have developed the skills of their employees yet still prioritizing the strong relationship with the others. To simply, create direct points of connection within the workday, too. Shared purpose fosters bonding opportunities, especially when employees work together towards common goals. Encourage cultural celebrations Openness to learning about other cultures and traditions is an integral part of creating an inclusive workplace culture. Build that into your processes by emphasizing options for religious leave. For example: LGBTQ++ events are not necessarily cultural celebrations in the traditional sense, but many of them serve as important social and cultural events that celebrate identity, diversity, and pride. These events foster community, raise awareness about LGBTQ++ issues, and advocate for equal rights and acceptance. Eid al-Fitr (Muslim countries and globally) Marks the end of Ramadan, celebrated with feasts, prayers, and charitable giving. Adopt inclusive language Language is used to connect and communicate. This is also a way too all of us to have a good understanding about each other. If you are in the middle of conversation with professionals you should communicate and use appropriate language at that moment for them to understand clearly what you are trying to say and also to avoid misunderstandings. More people are working remotely as part of global teams, which means your workforce could have a range of languages spoken in the workplace. HR leaders should be aware of the languages their employee population uses and make appropriate accommodations, such as with employee handbooks or other vital information. One easy way to encourage all employees, including managers, to be inclusive in their daily work is to avoid metaphors and idioms that non-native English speakers might not understand. Legal and Ethical Considerations in Diversity Management Reporter: Bacsal, Mary Grace G. Legal Consideration - Legal considerations in diversity management refer to the laws and regulations that organizations must follow to ensure fair treatment of employees and to prevent discrimination. - There are 4 parts of Legal consideration 1. Anti-Discrimination Laws - These laws prohibit discrimination based on race, gender, age, religion, disability, sexual orientation, or other protected characteristics. They aim to ensure equal treatment of employees in hiring, promotions, and other employment-related decisions. Example: The U.S. Civil Rights Act of 1964 makes it illegal for employers to discriminate based on race, color, religion, sex, or national origin. In the workplace, this means employers cannot refuse to hire or promote someone solely because of their race or gender. 2. Affirmative Action - Affirmative action refers to policies and initiatives designed to promote opportunities for historically underrepresented groups. It aims to level the playing field by encouraging diversity in hiring, education, and other areas. Example: A company may implement an affirmative action policy to recruit more women and minorities into senior management roles. This could involve targeted outreach, training programs, and mentorship. 3. Data Privacy Regulations - These laws protect employees' personal data and ensure that organizations handle sensitive information responsibly. Employers must be transparent about how they collect, store, and use employee data. Example: The General Data Protection Regulation (GDPR) in Europe requires employers to get employees' consent before collecting personal data and mandates strict data protection measures. This includes securing information like health records or demographic details. 4. Accessibility Standards - Accessibility standards ensure that individuals with disabilities have equal access to employment opportunities and workplace facilities. These regulations often require accommodations to be made for people with disabilities. Example: The Americans with Disabilities Act (ADA) mandates that workplaces provide reasonable accommodations, such as installing ramps or providing assistive technologies, to ensure employees with disabilities can perform their jobs. Reporter: Agapito, Justinne Alexandra Noelle A, Ethical Consideration Best Practice for implementation Ethical Consideration - Ethical Considerations are essential for fostering an environment where all employees feel valued, respected, and given equal opportunities to succeed. There are 4 parts of ethical consideration 1. Fairness and Equity- The first ethical consideration is to have fairness and equity. In this part it needs to ensure that everyone, regardless of their background, should have the same opportunities to grow in their career. so One of the examples of this is during employee promotions. As a manager, it’s important that promotions are based on performance and qualifications, not on personal characteristics like gender, race, or religion. When employees know they’re being treated fairly and that their hard work is recognized, it creates a positive and trusting environment. 2. Respect for Differences: Managers should create an environment where diverse perspectives and backgrounds are not only accepted but encouraged. This can be achieved through actions such as celebrating cultural events, like Diwali or Lunar New Year, which allow employees to share their unique traditions, enriching the workplace experience. 3. Cultural sensitivity is also important in diversity management because Leaders must take the time to understand and respect different cultural norms, values, and practices. So having cultural sensitivity may help to prevent unconscious bias, stereotyping, or microaggressions. For instance, it’s important to be aware of religious practices, like the need for Muslim employees to have time for prayer throughout the day. By being mindful of these practices, we create an environment where all employees feel comfortable and respected. 4. Transparency and Accountability-Transparency and accountability are essential for fostering trust. also Leaders should be clear about their goals, be honest about areas that need improvement, and ensure progress is being made. By doing so they ensure that inclusion isn’t just a goal but an ongoing priority. Best practice for Implementation Develop Clear Policies: Establish diversity policies that outline expectations and processes for addressing discrimination and promoting inclusion. Creating clear policies is important to avoid criticism These guidelines should indicate how the company will address discrimination, including specific procedures for reporting and resolving issues. So that Employees will be aware of their rights and the steps they can take if they encounter or witness discrimination if these policies are made available and well communicated. Clear policies also show the organization's commitment to creating an inclusive environment. Engage Leadership: Leaders should model inclusive behavior and actively participate in diversity initiatives, demonstrating a commitment to fostering an equitable environment. Leaders play an important role in shaping our organizational culture. By modeling inclusive behavior and actively participating in diversity initiatives, they not only set a powerful example for all employees but also demonstrate a genuine commitment to fostering a fair environment. Also, when leaders invest their time in these initiatives, it encourages everyone in the organization to do the same. It creates a culture where every voice is heard and valued, fostering an atmosphere of trust and collaboration Monitor and Evaluate: The management should regularly review their diversity programs to see what’s working and what needs improvement. Additionally, gathering feedback from employees allows us to make informed changes based on their experiences and suggestions, resulting in a more inclusive and supportive workplace. REPUBLIC OF THE PHILIPPINES POLYTECHNIC UNIVERSITY OF THE PHILIPPINES QUEZON CITY CAMPUS NARRATIVE REPORT (GROUP 3) TECHNOLOGY AND AUTOMATION IN HUMAN RESOURCE MANAGEMENT Bachelor of Science in Business Administration Major in Human Resource Management 4-1 MEMBERS: Balana, Ailyn Eulin, Vanisa I. Follero, Christine Ann M. Matia-ong, Paula Poseo, Ma. Christel D. Ramirez, Tricia Mae Salamat, Rosa Camila Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus GROUP 3: TECHNOLOGY AND AUTOMATION IN HUMAN RESOURCE MANAGEMENT HR INFORMATION SYSTEM (HRIS) Reporter: Rosa Camila Salamat Human Resource Information System (HRIS) is a software solution that provides a database that maintains, manages, and processes employee information and human resources-related policies and procedures. It is an interactive information system that standardizes HR policies and talks to keep reporting and record keeping. In some HRIS, it is considered a “two-way” street in which employee information is delivered to the organization and back to the employees. So instead of the traditional pen-and-paper process of HR to keep the data, it is now an online and automatic process. By the HRIS, HR professionals now save time from a pile of paperwork to do more strategic and high-value work. What is included in the HRIS? The usage of the system can be varied based on the organization. Some organizations can run their information system, created by their IT department or cloud-based information system. A cloud-based information system is an information system that runs outside the company and is offered by other tech companies such as IBM, Rippling, BambooHR, SAP SuccessFactors, Oracle, etc. Generally, the bigger the organization is, the more advanced in HRIS. In most cases, the HRIS can include: - Recruitment - Employee data management - Benefits administration - Payroll processing - Time and attendance management - Performance Management - Learning and development - Employee self-service. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus Benefits of the HRIS It is essentially helpful for: - Accurate record keeping. Since it is a system that includes all the employee data, it can be seen as a single source of truth. - Compliant with regulations. HRIS forces the employee to be compliant with the policies and regulations of the company. Some data are mandatory to be tracked, like citizens' responsibility to track their taxes, whether they pay their taxes or not. - Making decisions faster. Since the data is stored in one database, the HR can make a decision faster by not having the employee manually submit the other requirements. - Enables data reporting and analytics. HRIS vs HRMS vs HCM HRIS - a basic system to keep administrative employee records. It incorporates processes such as talent acquisition, recruitment, and ongoing data management and processing. HRMS - or Human Resource Management System is a sophisticated software and automated tasks to perform HR Function. Unlike HRMS, HRIS may include payroll and time/labor. HCM - or Human Capital Management refers to a broader solution that covers every aspect of the HR function and workforce management. It includes an advanced talent management task such as performance management, succession planning, compensation planning, strategic workforce planning, and other HR planning activities. HRISin the Two Pillars: It is built on two pillars that create the foundation for managing people and policies to support overall organizational effectiveness. Organizational Design. In a structural perspective, HRIS may include the HR roles, functions, and reporting hierarchies. HRIS provides consistency and functionality to maximize productivity in HR Roles. By utilizing HRIS, the business can utilize the talents by putting them in the right place. This builds a workforce that has the right people with the right skills that contribute to the overall strategic objectives and goals. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus Employee Data Management. In the same way with customer relationship management, the HRIS maintains the employer and employee relationship. This helps with the repository of the employee's details such as name, address, date of hire, compensation, benefits, etc. With the right data, HR will be able to use it to develop career plans and find the right upskilling thus enhancing the employee-employer relationship. The Challenges of Human Resources Systems Since not all implementation will be 100% effective, there are remaining challenges in the HRIS including: - Data privacy and security. Since scammers have been evolving these days, data including information, codes, etc. can be a key to being scammed. Data breach is also a challenge since HRIS exposes important information of the employees, and it is viable to disclose data. Hence, it must be protected. - Regulations and compliance. Since HR’s function encompasses regulatory compliance, HRIS must be also aligned with the regulatory statutes. This is a particular challenge within Global organizations or companies since every country has their regulatory standards they must comply with. - Business disruption. HRIS is software, it is already generated. In other words, some of the functions that an HR needs are not easily available to the system thus disrupting the business operations. For example, if the payroll is not accurately generated, the workforce may impose a ruckus within the organization. Since the HRIS may vary depending on the company, here is an example of an HRIS: 1. Dashboard Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus 2. Employees 3. Recruitment Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus 4. Onboarding 5. Payroll 6. User dashboard Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus THE ROLE OF TECHNOLOGY IN TALENT MANAGEMENT AND HR ANALYTICS (Reporter: Vanisa I. Eulin) Talent Management — systematic attraction, identification, development, engagement, retention, and deployment of those individuals who are valuable to an organization, because of their potential or the critical role they have. (CIPD, 2023) Role of Technology in Talent Management (Layman, H.F., 2024) 1. Streamlining Recruitment Processes — Technology has significantly streamlined the recruitment process, making it more efficient and cost-effective for organizations. For instance, Applicant Tracking System (ATS) is software that manages the recruiting and hiring process, including job postings and job applications. (Tech Target, 2024) It saves time for HR and they can focus on other tasks such as interviews or hiring decisions. 2. Enhancing Employee Engagement and Development — Technology helps keep employees engaged and growing by providing tools that allow managers to give regular feedback, set goals, and track progress. Lattice streamlines core HR processes by providing an all-in-one platform for goal setting, feedback, and performance evaluations. (McMillan, n.d.) The system works to facilitate continuous feedback and goal tracking, making managers provide timely insights and train their team members. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus 3. Fostering Remote Work and Flexibility — The proliferation of digital communication tools and collaboration platforms has catalyzed the rise of remote work and flexible work arrangements. Technology allows them to work anywhere that are provided tools for communication, collaboration and task management. It really helps to stay connected with their team and have access to files even though they are not still in the office. 4. Addressing Ethical and Privacy Concerns — The collection and analysis of vast amounts of employee data, for instance, raise questions regarding data privacy, security, and transparency. HR Analytics — the gathering, analyzing and reporting of data that surrounds the management of human resources. The analysis of this data can be a huge help to giving an organization the right direction to move forward in order to maximize payroll, benefits, its ability to hire or keep employees and more. (Forbes Advisor, 2024) Role of Technology in HR Analytics (Marable, 2023) 1. Data Gathering and Analysis — HR technology enables the gathering of HR data from disparate systems on employee behavior, performance, and engagement. This data can then be analyzed to identify patterns, trends, and insights that can inform HR and executive decision-making. There are systems that are used by HR Teams, that I’ll introduce later. The technology acts like a smart organizer that collects and sorts data, making it easier for HR to see what’s working well and what needs improvement. 2. Predictive Analytics — With the help of sophisticated algorithms, HR technology can predict future workforce trends, identify potential employee turnover, and even predict which employees are most likely to be promoted. Those sophisticated algorithms are descriptive, predictive, and prescriptive. Descriptive analytics is taking historical data and summarizing it into something that is understandable. Predictive analytics is work to look ahead, used to answer the question of what Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus could happen. Prescriptive analytics provides recommendations on what to do based on predictions and what has occurred in the past. 3. Employee Self-Service — HR technology enables employees to access and manage their own information, such as updating personal details or requesting time off. Workday is a provider of cloud-based software that specializes in applications for financial management, enterprise resource planning and human capital management. When it comes to employee self-service, by accessing the site or using the mobile app, employees may also manually record their time, check in and out from any location in the world, as well as keep track of the regular and overtime hours they have worked, their upcoming payday and any vacation time they have accrued. (Iwuozor, 2023) 4. Dashboards — HR technology provides intuitive dashboards and visualization tools that allow HR professionals to easily understand and communicate complex data to management. Graphs, charts, and visual reports can help both employees and managers quickly update reports, tasks, and all important information metrics such as performance and payroll without looking at their paperworks. LEVERAGING SOCIAL MEDIA FOR RECRUITMENT Reporter: Tricia Mae Ramirez -Leveraging or using social media for recruitment. In this generation, companies are beginning to change the way they interact with potential hires because this generation, people become tech-savvy and rely heavily on the use of social media like the way of announcing a job hiring can be done through social media. To leverage social media effectively for employee recruitment here are the techniques: 1. Define your brand - Clearly communicate your company culture, values and mission to differentiate yourself from other companies. 2. Use relevant hashtag - use popular hashtags like #jobsearch #nowhiring to increase the visibility of your job posts. 3. Engage with potential candidates - Respond properly and right away to comments and messages from potential candidates. 4. Consider Paid Advertising - this is not required for all companies but it's much better to consider investing in paid advertising because it can easily reach your target audience. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus Benefits of using social media for recruitment: 1. Insights to Company - It can give those aspiring professionals an inside look at the company who posted the job hiring and it gives them an idea of what it's like to work at that company. 2. Cost-Effective - Compared to traditional recruitment methods, social media is often less expensive. You can promote job openings organically or with targeted ads at a relatively low cost. 3. Showcasing Career Opportunities - Ir is what the company has to offer them and to showcase it in terms of career opportunities. I know all of us check the company if it's good before applying, like the employee testimonials, team outing photos and behind the scenes showing glimpse of the employees in their company. It is a big factor for the potential applicants might consider for them to apply. EMERGING TRENDS IN HR TECHNOLOGY Reporter: Ma. Christel D. Poseo Human Resource Technology - The role of technology in HR has shifted from administrative tools to strategic drivers. - Has revolutionized the way HR processes and services are developed, delivered and evaluated. - Has the potential to reduce the administrative burden on the HR department so it is better able to focus on more meaningful HR activities, by aiding the managers with the required expertise for making effective decisions. Technology in HR has progressed from merely handling administrative tasks (like payroll) to becoming a strategic enabler that optimizes the employee lifecycle, improves decision-making, and enhances organizational efficiency. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus These are the some trends in HR technology; Artificial Intelligence (AI) and Automation - AI and automation are revolutionizing HR tasks, streamlining processes like recruitment, onboarding, and performance management. - SOFTWARE company Sprout Solutions said on Wednesday that 88% human resources (HR) professionals in the Philippines have minimal to moderate exposure to artificial intelligence (AI). With the help of AI and automation it allows HR departments to have a streamline recruitment and decision-making. By leveraging data and automating repetitive tasks, HR professionals can focus on more value-added activities such as talent development. According to the SOFTWARE company, 88% of HR professionals in the Philippines have a minimal to moderate exposure to AI, it is because companies in the Philippines have a slow adaptation when it comes to technology. Remote Work Enablement and Hybrid Work Models - The pandemic has accelerated the adoption of remote work tools, and HR tech is adapting to support hybrid environments. Since the pandemic started, private companies utilize the use of work-from-home and hybrid set-up. It also highlights the importance of HR tech in managing the complexities of remote and hybrid work models. In addition, it shows how collaboration tools and workforce management systems allow companies to function effectively with dispersed teams, while well-being apps support the holistic health of employees. Data Analytics & People Analytics - Data-driven HR decisions are becoming the norm as analytics tools mature. With the help also of data analytics, it allows HR departments to make more informed decisions. Predictive and real-time analytics also allow HR professionals to anticipate and address potential issues proactively, from turnover risks to diversity imbalances. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus Recruiting Through Social Media - Social media is impacting HR in the area of talent acquisition. Many organizations now use social media for recruiting, with up to 96% of recruitment teams already using it. As we are all aware, social media is part of our daily lives. That is why companies utilize the use of social media platforms to recruit or attract possible employees. These companies also use websites such as LinkedIn, Jobstreet, and others to let possible candidates look for some job opportunities and job qualifications. ETHICAL CONCERNS AND RISKS OF HR TECHNOLOGY ADOPTION Reporter: Christine Ann M. Follero Adopting HR technology can significantly enhance the efficiency and effectiveness of human resource functions. However, it also raises several ethical concerns and risks that organizations must carefully navigate. 1. Data Privacy and Security The collection and management of sensitive employee information, such as personal identification, financial details, health records, and performance evaluations, are central to HR technology. The risk of data breaches and unauthorized access to this information is a major ethical concern. When data is mishandled, it can lead to identity theft, discrimination, and violation of privacy rights. Example: In 2019, the American Medical Collection Agency (AMCA) suffered a data breach that exposed the personal information of approximately 20 million patients, including sensitive medical information. This incident underscores the importance of robust data protection measures in HR systems, as the implications of such breaches can be devastating for individuals. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus 2. Fairness and Bias Mitigation HR technologies, especially those leveraging artificial intelligence (AI), can inadvertently perpetuate biases if they are trained on historical data that reflect existing inequalities. This raises ethical concerns about fairness in hiring, promotions, and employee evaluations. Organizations must actively work to identify and mitigate biases in their algorithms to ensure equitable treatment for all employees. Example: Amazon scrapped an AI recruiting tool in 2018 after discovering it favored male candidates over female ones. The AI was trained on resumes submitted over a ten-year period, predominantly from men, leading to biased decision-making. This highlights the need for rigorous testing and ongoing monitoring of AI systems to ensure they promote fairness. 3. Transparency and Accountability Transparency in how HR technologies operate is essential for building trust among employees. When systems are perceived as "black boxes," where the decision-making process is unclear, employees may feel uneasy about the fairness and reliability of those decisions. Organizations should clearly communicate how data is collected, used, and the rationale behind automated decisions. Example: In 2020, IBM faced criticism for its Watson AI system used in hiring processes. Critics argued that the system's decision-making criteria were not transparent, making it difficult for applicants to understand how their resumes were evaluated. This lack of transparency led to calls for clearer guidelines on AI usage in HR. 4. Replacement of Humanity The increasing reliance on technology in HR can lead to a depersonalization of the employee experience. While efficiency is essential, the human element in HR—such as empathy, understanding, and interpersonal communication—should not be sacrificed. Ethical concerns arise when technology replaces human interaction in crucial processes like conflict resolution, employee support, and performance reviews. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus Example: A notable example is the use of chatbots in employee support services. While chatbots can efficiently handle basic inquiries, they may struggle with complex emotional issues or nuanced situations that require human sensitivity. Organizations should strive for a balance, ensuring that while technology aids HR functions, human resources remain accessible and responsive. 5. Automation and Job Displacement The automation of HR processes, such as recruitment, onboarding, and performance management, raises ethical concerns about job displacement. While technology can streamline operations, it may lead to a reduced need for human resources staff, creating anxiety and uncertainty among employees about their job security. Example: A report by McKinsey Global Institute projected that up to 30% of the workforce could be displaced by automation by 2030. This has prompted organizations to consider the ethical implications of automating jobs, including the need to retrain and upskill employees to adapt to new roles. 6. Accuracy of Data and Decision Making The effectiveness of HR technology relies heavily on the accuracy of the data it processes. Inaccurate or outdated information can lead to misguided decisions in hiring, promotions, and employee development. Ethical concerns arise when organizations fail to ensure data integrity, which can harm employees and the organization's reputation. Balance Innovation and Ethics Harnessing AI's potential to create a more equitable, transparent, and human-centric workplace. As whispers of excitement surround the latest innovations, a responsible and ethically-rooted framework for AI in HR remains the backbone of a truly progressive workforce. HR LEADERS SHOULD: Educate themselves and others about the ethical considerations associated with AI adoption. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus Actively participate in the selection and evaluation of AI technologies, including the evaluation of vendors for their commitment to fairness, transparency and accountability. Collaborate with legal and compliance teams to develop clear policies and guidelines around AI adoption, including data privacy rules and regulations. Train employees on AI ethics, creating channels for reporting ethical concerns and encouraging open dialogue on ethical considerations. REMOTE WORK AND VIRTUAL HR PRACTICES Reporter: Ailyn Balana Remote work Remote work, also known as "telecommuting or telework", refers to the practice of working outside of a traditional office setting, often called work from home. Remote work has become increasingly popular in the Philippines, especially as businesses adapt to the digital landscape and the demands of a younger workforce. Even though remote work offers flexibility and convenience, it also presents unique challenges, particularly in management and productivity. For companies to thrive in this environment, it’s essential to adopt best practices that ensure effective remote work management. Understanding Remote Work in the Philippines "Remote work in the Philippines is not just a trend—it’s becoming a norm". Many young professionals, like millennials and Gen Z, want flexible jobs. So, businesses are embracing remote work to attract and retain top talent. In fact, according to a survey by LinkedIn, over 70% of professionals in the Asia-Pacific region, including the Philippines, prefer to work remotely or in a hybrid setting. Managing a remote workforce requires more than just providing the option to work from home. It involves creating a structured environment where employees feel supported, connected, and productive. To address the challenges, HR professionals must adapt their practices to support remote employees effectively. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus ADAPTING HR PRACTICES FOR REMOTE WORK 1.Emphasizing Communication and Transparency HR plays a crucial role in establishing clear communication channels and fostering a culture of open dialogue. They make sure everyone can easily talk and share information, even when they're working from home. This means promoting regular communication between teams, by choosing the right tools to use like Zoom, MS Teams, or Google Meet and should establish clear guidelines for how and when employees should communicate, including expectation time to response and preferred methods for different types of communication. 2.Cultivating a Remote-Friendly Culture Foster a culture of trust, autonomy, and accountability that empowers remote employees to manage their work effectively. Managers should be trained to evaluate performance based on results achieved, rather than the number of hours worked. This fosters a culture of trust and empowers employees to manage their time effectively. HR should ensure that remote employees receive regular feedback on their performance, both positive and constructive. Recognition programs can help remote employees feel valued and connected to the organization. 3.Investing in Technology and Infrastructure HR ensures remote employees have the necessary tools and resources to perform their tasks effectively. HR ensures the company has the necessary technology to support remote work effectively. This includes providing laptops, reliable internet connections, and access to relevant software and applications to ensure seamless communication, collaboration, and productivity. HR also plays a vital role in cybersecurity training to protect sensitive information, and mitigate potential risks associated with remote work. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus 4.Remote Employee Engagement HR actively promotes connection, collaboration, and camaraderie among remote teams. This can be achieved through virtual team-building activities, online social events, and digital recognition programs can help remote employees feel valued, engaged, and connected to their colleagues and the organization as a whole. 5.Flexible Work Policies Establish clear and flexible work policies that accommodate the diverse needs and preferences of remote employees. This might mean offering options for flexible scheduling, asynchronous communication, and remote work allowances to empower employees to work in a way that best suits their individual circumstances and preferences. 6.Digital Wellness Programmes Prioritize employee well-being by offering digital wellness programs that address the unique challenges of remote work. Provide resources and support for maintaining physical health, managing stress, and promoting work-life balance in a virtual environment. GIG ECONOMY AND ITS IMPLICATIONS FOR HRM Reporter: Paula Matia-ong The gig economy, as defined by Investopedia, is a labor market that relies on temporary and part-time positions filled by independent contractors, freelancers, project-based workers, temporary hires, and part-time workers instead of traditional full-time employees. These workers are commonly referred to as “gig workers” and can be found in virtually every industry. They are typically hired under a formal agreement to provide services to organizations without being officially on the payroll. The term "gig economy" specifically refers to a labor market where individuals are frequently engaged on a temporary basis to undertake specific jobs or projects, commonly known as Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus short-term or freelance work arrangements. This trend signifies a shift in the labor force dynamics, where individuals work as independent freelancers rather than becoming employees of companies to earn a living. Independent contractors navigate from one gig to the next at their discretion, with the term “gig” denoting a “one-off” job. Freelancers are often contracted for the duration of a project, which is typically short-term in nature. This flexible and fluid platform, frequently operating online, allows employers to leverage talent on an as-needed basis. It is essential to recognize that there are both pros and cons to this trend. The traditional model of full-time work, which dominated for decades, is gradually transitioning into independent work characterized by a high degree of autonomy, task-based payment, and short-term relationships between workers and clients. This new employment model has generated a plethora of opportunities. Workers benefit from autonomy and a flexible work environment, enabling them to work in areas of personal interest and engage in global postings. Many individuals find they can work for themselves rather than under someone else's authority. Companies, in turn, can hire freelancers at lower costs and with fewer obligations, allowing for talent on demand and higher unit pay. Freelancing offers work and livelihood to millions of newcomers and young entrants to the workforce, providing opportunities particularly for a vast pool of informal labor, especially women. Educated, skilled women who were previously unable to participate in full-time employment have now reaped the benefits of flexible work through these platforms. Additionally, the gig economy can help reduce costs for employers by eliminating inefficiencies through the introduction of a dual job market within their organizations. By allocating the right work to the right person, productivity can be significantly improved. Online platforms continually strive to increase freelancer participation by providing training in technology and relevant skills. Therefore, gig work plays a crucial role in reducing unemployment, improving labor participation, stimulating demand, and raising productivity (ASSOCHAM National Conference, 2020; BCG, 2021; Banwari, 2018; Kathuria et al., 2017; McKinsey Global Institute, 2016; Roy & Srivastava, 2020). As we enter the new age of work, the gig economy is rapidly becoming a dominant trend. This growth has been particularly pronounced in the wake of COVID-19, with the number of global Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus gig workers projected to rise from 43 million to 78 million by 2023. Such a significant shift will have major implications for the modern workforce as well as for HR professionals, who are now tasked with integrating and managing these gig workers alongside their existing workforce. The proliferation of gig workers signifies an evolution in the role of HR. To effectively manage this blended workforce, HR will need to find tools that facilitate the management of the talent lifecycle across both contingent and full-time employees, while also optimizing organizational structures and operations. WHAT ARE THE BENEFITS OF THE GIG ECONOMY? As with most things, there are pros and cons. Here are some of the upsides of this trend. 1. Work-life balance. This seems to be the biggest draw for workers. One of the most appealing aspects of gig work is the flexibility it offers. Gig workers can choose when and where they complete their tasks and how much they want to work. For example, a freelance graphic designer may decide to work late at night when they feel most creative or take a week off to travel without the constraints of a fixed schedule. This flexibility can lead to improved job satisfaction and personal well-being. 2. Freedom to choose. Building on the concept of work-life balance, gig workers have the autonomy to accept or decline jobs based on their interests and availability. In this way, they can spend time on work that is truly fulfilling which can contribute to stress reduction. For instance, a freelance writer can choose projects that align with their passion for a particular subject, leading to a more fulfilling work experience. This choice can also reduce stress, as workers are not obligated to take on every opportunity that comes their way. 3. Cost-savings. From an employer's perspective, hiring gig workers can lead to significant cost savings. Employers don’t need to pay for any time beyond when the specific scope of work is complete. The contractors’ payment ends when the work ends. For example, employers are not required to pay payroll taxes for independent contractors, which can reduce overall labor costs. Additionally, employers only pay for the work completed, meaning they are not financially responsible for downtime or employee benefits beyond the specific scope of work. This arrangement can allow companies to allocate funds more efficiently and invest in other areas. Republic of the Philippines POLYTECHNIC UNIVERSITY OF THE PHILIPPINES Quezon City Campus 4. Employee sourcing. HR has the potential to preview talent to whom they may want to offer permanent positions. Gig workers ma

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