Wisdom-based leadership is a contemporary approach that emphasizes the integration of knowledge, experience, and discernment to navigate complex challenges and inspire others toward collective goals. Unlike traditional leadership models solely focused on authority or expertise, wisdom-based leadership incorporates deep insights, ethical decision-making, and a long-term perspective to guide organizations and teams toward sustainable success.
Strategic Management: Organizational DesignTriune Global
There are a number of factors that differentiate small-business operations from large-business operations, one of which is the implementation of a formal organizational structure. Organizational structure is important for any growing company to provide guidance and clarity on specific human resources issues, such as managerial authority. Small-business owners should begin thinking about a formal structure early in the growth stage of their business.
Difference between personnel management and hrm assignmentOZ Assignment help
Difference between Personnel Management HRM Assignment for service industry explains all elements related to HRM, HND provides 100% original Assignment
Wisdom-based leadership is a contemporary approach that emphasizes the integration of knowledge, experience, and discernment to navigate complex challenges and inspire others toward collective goals. Unlike traditional leadership models solely focused on authority or expertise, wisdom-based leadership incorporates deep insights, ethical decision-making, and a long-term perspective to guide organizations and teams toward sustainable success.
Strategic Management: Organizational DesignTriune Global
There are a number of factors that differentiate small-business operations from large-business operations, one of which is the implementation of a formal organizational structure. Organizational structure is important for any growing company to provide guidance and clarity on specific human resources issues, such as managerial authority. Small-business owners should begin thinking about a formal structure early in the growth stage of their business.
Difference between personnel management and hrm assignmentOZ Assignment help
Difference between Personnel Management HRM Assignment for service industry explains all elements related to HRM, HND provides 100% original Assignment
Lesson 3IntroductionThis week we will explore recruitment and .docxsmile790243
Lesson 3
Introduction
This week we will explore recruitment and selection, contingent workers, outsourcing and virtual organizations. The life cycle of employment has changed drastically over the years. Not long ago, workers would hire on with an organization with the intent to work there for 30-40 years. There was loyalty from the employer to the employee and from the employee to the employer. This is not longer the case. In fact, it is not even expected that employees will stay with a company for more than a few years.
When a company is planning for mid-term and long-range plans, HR should be at that table. Typically, manpower is the largest expense to a large organization. When planning growth, manpower needs to be part of the equation. Moreover, not just people in seats, but the right people for the right job. HR can be a major strategic player in this.
Recruitment and Selection
Many people are out of work but many companies cannot find people with the talent and skills they are seeking. For instance, 100 years ago a manufacturing job did not require any previous skill or education. Today, even assembly lines are filled with robotics that needs programmers and technology literate operators. These things are no longer being taught in many of our schools. We are facing a skills gap in this country.
One example of this is a manufacturing company looking to hire 100 skilled workers. They received only 140 applications. When they took into consideration experience and skill, they were able to find 40 applicants to consider. They administered tests to those 40 applicants that tested to national standards. Of the 40 applicants, four passed the test. They made offers to all four of those applicants and only one accepted. This is an example of the knowledge gap; they wanted to hire 100 skilled employees and could only find one.
Many organizations do not utilize an HR department to its full potential. Some firms restrict HR to administrative and operational functions such as record-keeping, compiling reports, recruiting, employee orientation, training, safety, and health, employee relations, and administration of the benefits program. This narrow viewpoint, however, ignores the strategic quality of human resources that must be viewed in the same context as are financial, technological, and other resources. Effective use of people in the organization can provide a competitive advantage, both domestically and abroad.
The strategic role of HR management emphasizes that the people in an organization are valuable resources representing significant organizational investments. For HR to play a strategic role, it must focus on the longer-term implications of HR issues. The more successful companies recognize top HR managers as being members of the top management team. Without the strategic aspect of HR, it would be difficult for companies to engage in such things as plant expansion, plant relocation, plant closings, mergers, and acquisitions. It ...
Dear Readers
I have taught this course to my students of MBA-VI trimester pursuing their majors in HRM at IMS Unison University, Dehradun (India). The contents in this comprehensive presentation have been taken (majorly) from the book titled TALENT MANAGEMENT: A CONTEMPORARY PERSPECTIVE, edited by Prof. Mamta Mohapatra and Prof. Swati Dhir. I am hopeful to express that it will be beneficial to both academics as well as scholars aspiring to teach/understand the fundamentals of Talent Management. Wishing you all the best and happy learning!
Warm regards
Nishant Chaturvedi
[Uploaded on 11th July 2022]
Upcoming Trends and Challenges in Human Resource ManagementCeline George
One such disparity shown over technology is Human Resource Management. As the stream totally revolves around human resources, there is always a resist for deeper penetration of the technology. People fear that technology might outway them in carrying business operations. However, with HR tools like HR software in workplaces, people have started gradually adapting to technology.
Here are the challenges and trends that Human Resource Management will witness in the coming days.
Read More: https://www.openhrms.com/blog/upcoming-trends-and-challenges-in-human-resource-management
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
STRATEGIC INITIATIVES Aligning Business & HR Objectives With a.docxflorriezhamphrey3065
STRATEGIC INITIATIVES
Aligning Business & HR Objectives
With all the talk about aligning business and HR initiatives, it’s easy to become confused about exactly what this means. This is why HRfocus found a panel discussion on this topic at the recent Conference Board Human Resources Conference in New York City especially valuable. We present much of what we learned here in the hopes that others’ experience will help you define and apply the concepts to your own situation.
The conference also featured a keynote address by Prudential CEO Arthur Ryan, who discussed several initiatives at his orga- nization in which HR’s contribution has been particularly impor- tant (see the sidebar, “Strategic Alignment: A CEO’s View”).
MAKING THE LINK
The panel agreed that it’s crucial to link current business imper- atives with human resources. And today’s key business impera- tives are:
Increasing productivity. Operating globally. Maintaining competitive labor costs. Cutting costs for other operations. Generating revenue growth through innovation. Managing effective and rapid change. Maintaining ethics and a good corporate reputation.
THE TALENT STRATEGY
This includes: Adjusting the staffing level. To respond to current condi-
tions, you need flexibility and an organized talent plan, said Sharon Taylor, senior vice president, corporate human resources, and chair of the Prudential Foundation, Prudential. “Who you have, what they do, how they do it—you need to know this to be able to redeploy.”
Adjusting to changing demographics. This is especially continued on page 13
disconnected from technology and, in some cases, HR was disconnected from the business strategy. Today, the focus is shifting to more manager- and strategy-oriented applications to provide the highest ROI and im- pact.
Develop an action plan to ex- pand the deployment of manager productivity applications. Then look
to performance-measurement tech- nologies as an extension of HR trans- formation.
Recognize the importance of change management in generating a successful initiative. Establish and execute a plan at all levels.
FOR MORE INFORMATION
The accompanying tables provide
information on software development and delivery vendor providers from North American respondents (see Table 1), investment to date world- wide for workforce technologies by size (see Table 2), investment so far in responding organizations by size (see Table 3), and budget for the next 21 months for workforce tech- nologies (see Table 4).
TECHNOLOGY (cont’d)
STRATEGIC INITIATIVES (cont’d from page 1)
important with regard to “offshor- ing” jobs. The question is quite com- plex, including how to explain the need for it to your stakeholders and customers and dealing with a poten- tial public relations backlash from those who find offshoring unpatriotic.
Some operations at Corning, Inc., have been sent abroad, said Kurt Fischer, vice president, human re- sources, and diversity officer. Send- ing manufacturin.
For some time, HR professionals have aspired to create a “paperless office” with automated technology to create, store, and manage all of the employee information necessary to run a business effectively. Today the technology exists to turn this goal into reality with a desirable Return on Investment (ROI). Current business trends toward environmental sustainability provide the additional impetus to make the business case for paperless HR today, to help support the workforce of tomorrow.
Increasingly, reducing the use of paper in business processes will become a necessary step toward corporate sustainability efforts. Some global and regional companies are pushing sustainability initiatives not only within their own operations, but also out into the supply chain, encouraging vendors and partners to implement greener business practices. “Going green” is a competitive response to changes in social attitudes and to the expectations of customers, employees, and stakeholders.
Because of the many paper-intensive administrative processes in the Human Resources department, it is a great area to embrace corporate sustainability objectives by eliminating paper. Going paperless also saves costs and increases the efficiency and accuracy of HR functions. It can even help with recruiting and engagement—many sought-after job candidates and top-performing employees are passionate about environmental causes. This white paper provides information on the benefits of a paperless HR department and the technology for putting it in place.
he EIU conducted a survey of 502 C-suite respondents, evenly distributed across four geographic regions in the US to better understand how they prepare for and combat workforce challenges.
Strategic human resource management in a changing environmentManoah Baal
Strategic human resource management in a changing environment Chapter 02. A class discussion in Human resource management The process of hiring and developing employees so that they become more valuable to the organization
Accuprosys provides comprehensive HR Solutions through a single window across
various domains to enhance the success of your organization.Our services are
designed to make a difference to human resource management through our unique methodologies. Accuprosys has exceptional strengths in ensuring well-timed and dependable delivery of HR solutions to clients across various sectors.
Lesson 3IntroductionThis week we will explore recruitment and .docxsmile790243
Lesson 3
Introduction
This week we will explore recruitment and selection, contingent workers, outsourcing and virtual organizations. The life cycle of employment has changed drastically over the years. Not long ago, workers would hire on with an organization with the intent to work there for 30-40 years. There was loyalty from the employer to the employee and from the employee to the employer. This is not longer the case. In fact, it is not even expected that employees will stay with a company for more than a few years.
When a company is planning for mid-term and long-range plans, HR should be at that table. Typically, manpower is the largest expense to a large organization. When planning growth, manpower needs to be part of the equation. Moreover, not just people in seats, but the right people for the right job. HR can be a major strategic player in this.
Recruitment and Selection
Many people are out of work but many companies cannot find people with the talent and skills they are seeking. For instance, 100 years ago a manufacturing job did not require any previous skill or education. Today, even assembly lines are filled with robotics that needs programmers and technology literate operators. These things are no longer being taught in many of our schools. We are facing a skills gap in this country.
One example of this is a manufacturing company looking to hire 100 skilled workers. They received only 140 applications. When they took into consideration experience and skill, they were able to find 40 applicants to consider. They administered tests to those 40 applicants that tested to national standards. Of the 40 applicants, four passed the test. They made offers to all four of those applicants and only one accepted. This is an example of the knowledge gap; they wanted to hire 100 skilled employees and could only find one.
Many organizations do not utilize an HR department to its full potential. Some firms restrict HR to administrative and operational functions such as record-keeping, compiling reports, recruiting, employee orientation, training, safety, and health, employee relations, and administration of the benefits program. This narrow viewpoint, however, ignores the strategic quality of human resources that must be viewed in the same context as are financial, technological, and other resources. Effective use of people in the organization can provide a competitive advantage, both domestically and abroad.
The strategic role of HR management emphasizes that the people in an organization are valuable resources representing significant organizational investments. For HR to play a strategic role, it must focus on the longer-term implications of HR issues. The more successful companies recognize top HR managers as being members of the top management team. Without the strategic aspect of HR, it would be difficult for companies to engage in such things as plant expansion, plant relocation, plant closings, mergers, and acquisitions. It ...
Dear Readers
I have taught this course to my students of MBA-VI trimester pursuing their majors in HRM at IMS Unison University, Dehradun (India). The contents in this comprehensive presentation have been taken (majorly) from the book titled TALENT MANAGEMENT: A CONTEMPORARY PERSPECTIVE, edited by Prof. Mamta Mohapatra and Prof. Swati Dhir. I am hopeful to express that it will be beneficial to both academics as well as scholars aspiring to teach/understand the fundamentals of Talent Management. Wishing you all the best and happy learning!
Warm regards
Nishant Chaturvedi
[Uploaded on 11th July 2022]
Upcoming Trends and Challenges in Human Resource ManagementCeline George
One such disparity shown over technology is Human Resource Management. As the stream totally revolves around human resources, there is always a resist for deeper penetration of the technology. People fear that technology might outway them in carrying business operations. However, with HR tools like HR software in workplaces, people have started gradually adapting to technology.
Here are the challenges and trends that Human Resource Management will witness in the coming days.
Read More: https://www.openhrms.com/blog/upcoming-trends-and-challenges-in-human-resource-management
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
STRATEGIC INITIATIVES Aligning Business & HR Objectives With a.docxflorriezhamphrey3065
STRATEGIC INITIATIVES
Aligning Business & HR Objectives
With all the talk about aligning business and HR initiatives, it’s easy to become confused about exactly what this means. This is why HRfocus found a panel discussion on this topic at the recent Conference Board Human Resources Conference in New York City especially valuable. We present much of what we learned here in the hopes that others’ experience will help you define and apply the concepts to your own situation.
The conference also featured a keynote address by Prudential CEO Arthur Ryan, who discussed several initiatives at his orga- nization in which HR’s contribution has been particularly impor- tant (see the sidebar, “Strategic Alignment: A CEO’s View”).
MAKING THE LINK
The panel agreed that it’s crucial to link current business imper- atives with human resources. And today’s key business impera- tives are:
Increasing productivity. Operating globally. Maintaining competitive labor costs. Cutting costs for other operations. Generating revenue growth through innovation. Managing effective and rapid change. Maintaining ethics and a good corporate reputation.
THE TALENT STRATEGY
This includes: Adjusting the staffing level. To respond to current condi-
tions, you need flexibility and an organized talent plan, said Sharon Taylor, senior vice president, corporate human resources, and chair of the Prudential Foundation, Prudential. “Who you have, what they do, how they do it—you need to know this to be able to redeploy.”
Adjusting to changing demographics. This is especially continued on page 13
disconnected from technology and, in some cases, HR was disconnected from the business strategy. Today, the focus is shifting to more manager- and strategy-oriented applications to provide the highest ROI and im- pact.
Develop an action plan to ex- pand the deployment of manager productivity applications. Then look
to performance-measurement tech- nologies as an extension of HR trans- formation.
Recognize the importance of change management in generating a successful initiative. Establish and execute a plan at all levels.
FOR MORE INFORMATION
The accompanying tables provide
information on software development and delivery vendor providers from North American respondents (see Table 1), investment to date world- wide for workforce technologies by size (see Table 2), investment so far in responding organizations by size (see Table 3), and budget for the next 21 months for workforce tech- nologies (see Table 4).
TECHNOLOGY (cont’d)
STRATEGIC INITIATIVES (cont’d from page 1)
important with regard to “offshor- ing” jobs. The question is quite com- plex, including how to explain the need for it to your stakeholders and customers and dealing with a poten- tial public relations backlash from those who find offshoring unpatriotic.
Some operations at Corning, Inc., have been sent abroad, said Kurt Fischer, vice president, human re- sources, and diversity officer. Send- ing manufacturin.
For some time, HR professionals have aspired to create a “paperless office” with automated technology to create, store, and manage all of the employee information necessary to run a business effectively. Today the technology exists to turn this goal into reality with a desirable Return on Investment (ROI). Current business trends toward environmental sustainability provide the additional impetus to make the business case for paperless HR today, to help support the workforce of tomorrow.
Increasingly, reducing the use of paper in business processes will become a necessary step toward corporate sustainability efforts. Some global and regional companies are pushing sustainability initiatives not only within their own operations, but also out into the supply chain, encouraging vendors and partners to implement greener business practices. “Going green” is a competitive response to changes in social attitudes and to the expectations of customers, employees, and stakeholders.
Because of the many paper-intensive administrative processes in the Human Resources department, it is a great area to embrace corporate sustainability objectives by eliminating paper. Going paperless also saves costs and increases the efficiency and accuracy of HR functions. It can even help with recruiting and engagement—many sought-after job candidates and top-performing employees are passionate about environmental causes. This white paper provides information on the benefits of a paperless HR department and the technology for putting it in place.
he EIU conducted a survey of 502 C-suite respondents, evenly distributed across four geographic regions in the US to better understand how they prepare for and combat workforce challenges.
Strategic human resource management in a changing environmentManoah Baal
Strategic human resource management in a changing environment Chapter 02. A class discussion in Human resource management The process of hiring and developing employees so that they become more valuable to the organization
Accuprosys provides comprehensive HR Solutions through a single window across
various domains to enhance the success of your organization.Our services are
designed to make a difference to human resource management through our unique methodologies. Accuprosys has exceptional strengths in ensuring well-timed and dependable delivery of HR solutions to clients across various sectors.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
1. PANGASINAN STATE UNIVERSITY
Graduate School
Urdaneta City
Module 16
Issues, Problems & Trends in
Managing and Developing
Human Resources
ME 212
Human Resource Development
and Management
Summer 2012
JOHN A. LIWANAG, C.E.
Master in Management Engineering
2. Human Resources
Human resource management (HRM, or simply
HR) is the management of an organization’s
workforce, or human resources. It is responsible for
the attraction, selection, training,, assessment and
rewarding of employees, while also overseeing
organizational leadership and culture, and ensuring
compliance with
employee and labor laws.
HRM is the organizational function that deals
with issues related to people such as
compensation, hiring, performance
management, organization development, safety,
wellness, benefits, employee motivation,
communication, administration, and training.
3. Issues and Problems on HRM
1. Diversity is a common and important HR issue.
Employers must adhere to hiring, promotion and
termination practices that don't discriminate against
people of different races, ages or sexual orientations.
Source:gov.cbia.com
4. Issues and Problems on HRM
2. Productivity is one of the human resources issues that
continue to be a common struggle for most businesses.HR
management has the responsibility of designing the
workplace structure and implementing programs that help
increase employee motivation and productivity.
5. Issues and Problems on HRM
3.Training is needed in virtually every business and
industry. Training is classically one of the most
common human resources issues as it’s a
necessary component of employee development.
6. Issues and Problems on HRM
4. Benefits are human resources issues.. In human resources, a
compensation package refers to salary plus included benefits.
Common employee benefits include health insurance, life
insurance, a dental plan and employee product discounts.
Source:applegate.co.uk
7. Issues and Problems on HRM
5. Outsourcing refers to companies giving work to independent contractors
outside the company rather than to in-house employees. Outsourcing is one of
the most common human resources issues today as more businesses are hiring
freelancers rather than creating more overhead costs by taking on additional
in-house employees.
8. The 8 Major Trends in HR Today
1. Analytics and Metrics
More and more organizations are
building in-house workforce analytics
capabilities and trying to respond to
pressures to establish the expected
economic return to programs and
practices they propose to senior
leadership.
In other words, companies are forking Source:performanceassociates.co.nz
over their own time and resources in
order to analyze what’s working and
demonstrating ROI for their company—
not necessarily just following so-called
tried and true industry standards that
may have worked in the past.
9. The 8 Major Trends in HR Today
2. Technology
Another trend is “HR wanting to ‘own’ their
technology and making a move to cloud
based solutions that they can maintain
cheaply without having to be dependent
upon IT or a big ERP system.”
In addition, many organizations are
automating processes through either
technology or vendors.
10. The 8 Major Trends in HR Today
3. Outsourcing
Functions are being outsourced
including recruitment, labor
relations and total rewards.
The workforce is working more
non-traditionally. This includes
flexible work schedules, virtual
workplaces and greater
reliance on contingent staffing.
11. The 8 Major Trends in HR Today
4. Compliance
employers are seen as the deep pocket
solution to many employee-related woes,
and if an employer does not have the
policies, procedures and proper
documentation in place when a claim is
lodged, it could cost them a penny on
employment-related claims, wage and hour
claims, wrongful termination, age
discrimination, sexual and general
harassment claims and others.
12. The 8 Major Trends in HR Today
5. Compensation,
Benefits and Employee
Incentives
This focuses on upgraded
wellness programs which
becomes part of upcoming
changes in healthcare, set
to occur over the next
few years.
13. The 8 Major Trends in HR Today
6. Training and Development
How learning functions are changing is
one indication of a pendulum shift, but
the role employees place on learning
and development may be even more
notable. A hefty paycheck and great
benefits are always top of mind for
most desirable candidates – but
another major change that’s occurring
in the HR and recruiting space is that
employees are looking for companies Source:pedge.com
that will provide them the skills
necessary to prepare them for their
long-term career goals.
14. The 8 Major Trends in HR Today
7. Contingent Workforce
The rise of the consultant and contingent
workforce at multiple levels throughout
many organizations has lead to short-term
assignments, harder to understand
resumes, and increased specialization.
Long term is now considered 12 months if
you make it that far, you might just be a fit
for more responsibility. Only then are
people eligible for ancillary benefits of
Source:enterforce.com
training, coaching, and career planning.
15. The 8 Major Trends in HR Today
8. A Growingly Mobile Workforce
Thanks to tablets and the growing
availability of wireless technology, more
and more companies are reducing
overhead costs by letting their constantly
wired workforce telecommute.
In most cases, the arrangement is to the
mutual benefit of both employer and
employee.
Statistics show that allowing employees
to work from home at least part of the
time can increase productivity by 15
percent and save the company an average
of $10k per year per employee,
according to a study by the Telework
Research Coalition. Additionally, this
saves the employee about $7k annually,
reduces turnover and improves company
loyalty. Source: fidis.net
16. References
Sheri Cyprus & Heather Bailey , 2003-2012 Conjecture Corporation
From Wikipedia, the free encyclopedia
Trends in Human Resource Management Tony E. Hansen Walden University:
HR Roundtable, Alexandra Guadagno