1)AI,Blockchain, Social Media all affect the HR (Human Resource) functioning today. 2) Grievance Handling is an important part of organisation management and a key role of HRP

1. HRM
CAT-3

2. TEAM
MEMBERS
1 . A D I T Y A M I S H R A
2 . H A R S H M I S H R A
3 . V I K A S A N A N D
4 . S H I V A M K U M A R
5 . S W A T I

3. Use of
Modern
technology
in HRM
01.

4. Use of modern
technology in
HRM
Modern technology automates daily human resource
management operations and frees up time for HR
professionals to focus on the more creative aspects of their
jobs.
HR systems help reduce administrative time, broaden
headhunting options, assist with on boarding, speed up
information dissemination among team members, improve
security and simplify payroll processing, among other
things.

5. ARTIFICIAL
INTELLIGENCE
With artificial intelligence penetrating the HR
industry, organizations can save the time of their
HR professionals by enhancing these efforts and
coming up with a human-like experience through a
digital interface.
In addition, AI can improve employees' learning
and development process, helping them seek
better career opportunities.

6. CLOUD
 Cloud creates a centralized
security and privacy mechanisms
so that HR departments can be
more flexible and respond rapidly to
changing dynamics at the
workplace.
 It generate a system in which
diverse workforce and borders
across the employees can easily
collaborate with each others

7. SOCIAL MEDIA
• Social media as a tool has become a transformative
power for modern organizations. LinkedIn, for
example, has grown its number of users to 738
million over the years.
• This means HR departments can find such platforms
working to their advantage to a great extent. These
can hunt employees and keep them engaged through
interactive and informative posts.

8. BLOCKCHAIN
• It provides a safe and imaginative way to communicate,
create and share value among teams.
•Another extensive application of blockchain in the HR
sector can be conducting background checks of potential
candidates with utmost efficiency. It can code the identity
of candidates and remove any opportunities for fraud.
•Organizations can also store employee data confidentiality
and create a secure database for HR employees by
leveraging blockchain.

9. 2. Company
Grievance Handling
Procedures

11. The Nestlé Integrity Reporting System (NIMS) enables employees to report anonymously, via phone or
an online form, any non-compliant behaviour they observe or endure.
The system also helps employees seek advice or information on practices. NIRS has been
communicated to all Nestlé employees using various modes of communication, including local intranet,
magazines, leaflets and videos.
Tell Us
‘Tell us’ is a communication channel managed externally but run by Nestlé, to support the reporting
of compliance and non-compliance issues against the Nestlé Corporate Business Principles or
applicable laws by external stakeholders as well. This portal can also be used by customers to raise
compliance issues and irregularities they face while dealing with our products.

12. Step 1: The employee must tell the employer in writing that they have a grievance. The legislation does
not set out how the employee must set out the letter
.
Step2: The employer must invite the employee to a meeting to discuss the grievance as soon as
possible. The employee must attend this meeting. After the meeting the employer must inform the
employee about their decision in response to the grievance within a reasonable time and notify the
employee their right to appeal against the decision, if they are not satisfied with it.
Step 3: If the grievance is likely to involve possibilities of major cost, then the industrial relations
representative may deny it. Typical arrangements would include the following parties:Firstly, the
grievance may be settled locally with the local negotiating committee and management. In more
complex cases the grievance is settled by industrial relation director.
Step 4: when the grievance is unresolved at the third step, the parties submit the dispute to a neutral
arbitrator who hears evidence from both sides and renders a decision.