QUESTION 1.

HR management is the practice of centralizing all hr documents, policies, information, and

knowledge, and making that vital information easy for anyone in the company to access and
update from anywhere. Hr knowledge management solutions are a simple, effective,
streamlined answer to that growing challenge. The job of hr manager is important to business
success. People are our most important asset and you’ll be the one to ensure we have a happy
and productive workplace where everyone works to realize our established mission and
objectives. Promoting corporate values and shaping a positive culture is a vital aspect of a
complete hr manager job description and specification. They are responsible for formulating
strategies that focus on recruiting and retaining top employees as well as overseeing
projects that promote company-wide productivity. Promoting corporate values and shaping a
positive culture is a vital aspect of a complete hr manager job description and specification.
Human resource management is often about finding the right answer to important questions,
and quickly. A hybrid workforce, virtual recruitment and a heightened focus on diversity
and inclusion have introduced new dynamics and intensified existing ones. Increasingly, we
need new platforms and technologies to stay ahead.

Have a look at some key motions in the HR tech sector and the specific solutions you could
implement in your business.

1. REMOTE TEAMS :

The ability to work remotely is quickly becoming one of the most sought-after employee
perks, but also quite an administrative challenge—businesses now have to be ready to
connect employees in different time zones and take steps to ensure they all have equal
learning and development opportunities. On the other hand, it gives employers access to new,
previously inaccessible pools of talent while cutting recruitment costs. Technology has
countless solutions on hand and will no doubt keep focusing on bringing distributed teams
together. Remote work obviously changes a lot for recruiters—who have now broader pools
to choose from, but also need better, more effective tools to reach the people they want to
hire. Sites that connect employers with prospective employees are becoming more popular as
they help both recruiters and candidates—examples include well-established companies like
Upwork or Fiverr, as well as more innovative platforms like humans.

2. ENHANCING RECRUITING EXPERIENCES :

Technology is already transforming the entire recruitment lifecycle. Everything’s becoming

digitized, from résumés to interviews, and recruitment managers have tools at their disposal
that help shape a seamless candidate experience. HR is increasingly becoming all about the
“experience”—whether employee or candidate. One significant development we’re seeing in
the field is the emergence of candidate experience platforms. A platform likes honeypot is the
example of HR tech adjusted to the modern world of recruitment. It reverses the usual, well-
known flow of recruitment where candidates browse through countless offers and apply for
those most attractive. Here, employers take the initiative more than ever before and contact
specialists registered in the app with the best-fitted offer. Both parties obtain desired results
quicker and easier which constitutes the overall candidate experience.
 3. BUSINESS WITH AI :

The importance of data management in human resources is unquestionable, especially as

teams grow. Tech and tools available to hr professionals today range from simple surveys and
employee feedback tools to complex analytics platforms. Talking about advanced platforms,
just have a look at peakon. This world’s leading platform for measuring and improving
employee engagement help managers crunch the data to understand what drives and engages
employees. This ai-powered chrome extension gives instant behavioral insights on linkedin
for prospective hires, sales prospects, and teammates.

GET THE INFORMATION YOU NEED SOONER  :

There is little in the corporate world more frustrating than asking a question and then having
to wait for an answer. But more often than not you ask the question, wait, send a reminder,
wait some more, etc. With one HR team servicing an entire organization, simple questions
easily get lost in the daily grind, leaving the employee waiting. An HR knowledge
management system removes this obstacle almost entirely. With good platform organization
and proper role-based access controls in place, all employees can get the information they’re
seeking faster and easier without having to wait on HR. For human resource employees, this
means a lot less time answering questions and seeking out the right documents.

Dispersed HR teams will also find it easier to get the information they need when a
knowledge management solution is in place. Need to create an office-specific policy? You
can quickly see what other locations have done or reference a corporate policy to ensure
you’re in-line with the broader organization…without having to send a dozen emails to
collect all the information you need.

STANDARDIZE PROCESSES :

HR knowledge management platforms can function as a single source of truth. Having this
information easily available to everyone lowers the chance of mistakes, lessens
miscommunications, shortens timelines for getting answers and information, and generally
standardizes the overall process of information gathering, allowing employees to move
forward quickly and in-line with corporate expectations. Without a standard process for
getting HR answers from a single knowledge center, organizations run the risk of different
employees getting different answers to the same question.

When organization’s enforce the expectation that employees should access the HR
knowledge management system to answer questions before asking HR, that process will
become ingrained in the company culture, making HR’s job a little bit easier.

Conclusion:

The HR Tech trends look like they will certainly influence and improve a business. AI has
changed the way human resources work. Implementation of automation has become the need
of the hour for HR department. The core functions of HR include recruitment, onboarding,
benefits and compensation, payroll and much more.
Recruitment is one such area in which artificial intelligence has proved its worth.
HR managers and professionals always have their hands full with day-to-day tasks. They
need a AI solution which can reduce their workload and speed up recruitment process.
QUESTION 2.

HRM occurs not in a vacuum, but in a complex and dynamic Group of forces within the
organization. Dependencies on the human resource department to recruit the best employees,
design appropriate and effective training programs and institute successful retention
programs can give your company a competitive advantage. Successful HR knowledge
management platforms are highly sophisticated solutions. Instead of spending precious time
and resources building a basic portal in-house, team up with a proven service provider who
already understands how a great HR knowledge management platform should work. HR
improves the company's bottom line with its knowledge of how human capital affects
organizational success. Leaders with expertise in HR strategic management participate in
corporate decision-making that underlies current staffing assessments and projections for
future workforce needs based on business demand.

 According to statistics released by silkroad, 53% of HR professionals believe that

employee engagement increases when the onboarding process is better.
 Culture IQ  released statistics stating that 73% of employers believe that a healthy
corporate culture gives their firm a competitive edge.
 According to a survey conducted by SHRM, 89% of HR leaders confirmed that
ongoing peer feedback has a positive influence on the organisation.

Human resource operations contribute significantly to the success of an organisation.

Effective employee relations go a long way in boosting productivity and contributes
significantly to an organisation’s success. Employee relations strategies are implemented to
ensure that an organisation caters to the overall well-being of employees. The success of an
organisation largely depends on the workforce employed, so it is essential that the right
people are hired for the right role.

Business is altered by new or different technologies, product lines, financial resource,

marketing plans and ways of managing human resources. Hare we are attempting to focus on
strategies to improve business effectiveness through management of human resource.
The application of innovative change techniques has become imperative in view of the
declining productivity growth and the economic competition. While introducing change the
companies use varied amount of participation and adhere to a process-oriented approach.
a. Organisational development
b. Productivity sharing plans.
c. Joint participation
d. Problem-solving groups
e. Autonomous work team.

Changes in technology in altering the nature of work itself. We are entering the age of the
electronic workplace. Managers and workers which will be increasingly subject to technical
obsolescence. Many will also be displaced by the advancing technologies. These changes are
both good and necessary in business are to remain competitive. However, it would be a
serious error to ignore the impact of these changes on employees. The challenge to the human
resource function is a large one.

Focus on Socio-Psychological Needs:

There is a challenge relating to the shift from economic man concept of human being to a
dynamic self-activating concept. This necessitates emphasis on the overall quality of work
life and fulfillments of socio-psychological needs of people. Modern employment contract
will have to provide assurance for the overall quality of work life rather than mere economic
support.

The human resource manager has a great role to play in developing core competence by the
firms. A core competence is a unique and unimitable strength of an organisation which may
be in the form of human resources, marketing capability, or technological capability. If the
business is organised on the basis of core competence, it is likely to generate competitive
advantage.

Every organization has individual business goals which contribute to developing a CA

strategy. Your HR strategy should also be developed to achieve these goals by attracting and
retaining workers with specific benefits that support competitive strategies. These benefits
may include:

 Employee empowerment and participation 

 Employment security
 Selective recruiting
 Incentive pay
 Support and respect from the management
 High competitive wages
 Wage compression
 Employee ownership
 Independence
 Information sharing
 Training and development of skills
 Promotion 

The organisations today realise that human resource is the most valuable asset and are
adopting policies like competence building, job rotation, performance linked pay,
empowerment, etc., which promote the overall development of the human resources. Greater
stress is also being given in the field of employee welfare and social security with increased
post-retirement benefits like health insurance, provident fund, pension, etc.

Challenge # 1. Management of Human Relations:

Management of human relations in the future will be more complicated than it is today.
“Many of the new generation of employees will be more difficult to motivate than their
predecessors. Money will no longer be the sole motivating force for majority of the workers.
Non-financial incentives will also play an important role in motivating the workforce.
Challenge # 2. Building Responsive Organisation:

Creating adaptive customer-oriented organisation would require soliciting employees’

commitment and self-control and encouraging empowerment of employees. Instead of
imposing himself as the traditional boss, the future manager will have to think of himself as a
‘team-leader’, ‘internal consultant’ and ‘change facilitator’.

Challenge # 3. Managing Workforce Diversity:

Whereas globalisation focuses on differences between personnel from different countries,

workforce diversity addresses differences among people within the same country. The
managers will be required to shift their approach from treating each group of workers alike to
recognizing differences among them and following such policies so as to encourage
creativity, improve productivity, reduce labour turnover and avoid any sort of discrimination.

Challenge # 4. Empowerment of Employees:

The organisations in future will get better qualified and career oriented young employees.
The proportion of professional and technical employees will also increase as compared to the
blue collared employees. Empowerment involves giving the employees more information and
control over how they perform their jobs. Empowerment would be all the more necessary to
speed up the process of decision-making, make use of environmental opportunities and to
serve the customers and society better.

Challenge # 5. Creating Dynamic Work-Culture:

Professional dynamics will enhance its prestige and quality of service. Human resource
management will emerge as a well-established, well-respected and well-rewarded profession,
comparable to other established professions provided the challenges and opportunities are
successfully exploited for its advancement. Greater efforts will be needed to achieve group
cohesiveness because workers will have transient commitment to groups.

Conclusion:
The future of HRM, would bring or based on participative management and it fully deals with
a total quality management it specially deals with the science and technology. Training is
only one of the options to learning and development. Training would need to be tailored
according to changing requirements viz, customer preferences, specific need of a strategic
plan in a given time frame, etc.
Question 3

External competition
We live in an incredibly competitive world where businesses are willing to pay top dollar to
get the cream of the crop talent. In order to attract and retain talent, your company must
establish a compensation package that’s on par with other companies in the same industry
and location. 

There are several market surveys to gauge the right pay for different roles. If you’re
constrained by budget, you can innovate by offering attractive vacation time offs, child care
facilities, and other benefits that don’t cause a dent on your budget.

Executive compensation
The many nuances of compensation management come into play when deciding the salaries
of senior executives. This is particularly important for public companies that need to reveal
the salaries of their top 5 employees which might not go well with shareholders and the
general public. Even if that’s not the case, the pay packages need to strike a balance
between attracting good talent while being acceptable.

Internal equity
Take a pay review and we’re sure you’ll be surprised by the results. Even though the
government and businesses strive to achieve pay equity, the wage gap persists. In fact, the
World Economic Forum estimates that it will take at least 202 years to close the wage gap.

You should continuously assess your pay gap efforts and create awareness in the senior
management to fix this issue. Managing gender wage gaps is something that’s so close to
our hearts so much so that we wrote a whole blog about it. You’ll find it here. 

Gaps in employee expectations

There’s always a conflicting disparity between what the employee expects to be paid and
what the organization wants to pay. And, the HR is stuck in between. Also, employees
usually don’t take into account the entirety of their compensation package. They only
consider the net pay. 

You can bridge this gap by providing total compensation statement  to clearly communicate
the value of their compensation in its entirety.

Closing thoughts
Your compensation strategy should be connected to business goals and financial data so
you can get a complete picture of its effectiveness. When wrongly handled, it can cause a
rift between employees and management. Though these challenges may seem daunting,
proper planning and diligent efforts can help you overcome them. The right tools will help
you move beyond manual work and transactions and focus on what’s important–motivating
your employees and building a great culture.
Question 3 (2)

Attracting Top Talent

People are always looking to put themselves in the best possible position financially. Those
who are worth a specific salary amount often know their value and will seek a position that
pays accordingly. Do research on what your competitor's compensation and benefits
packages look like. Make sure you offer a similar package to your potential employees so
that you attract the best candidates for your company. Hiring the right candidate the first
time reduces recruiting costs and helps free up business owners for other tasks.

Increased Employee Motivation

Properly compensating employees shows you value them as workers and as human beings.
When people feel valued, they feel better about coming in to work. Overall company
morale increases and people are motivated to come to work and do a good job.
Additionally, when employees know there are bonuses or commissions, they are
increasingly motivated to deliver grander results. Bonus and commission compensation
plans become a focal point for success.

Boost Employee Loyalty

When employees are being paid well and are happy, they're likely to stay with the
company. Proper compensation is one factor why employees remain with employers.
Loyalty means that business owners don't need to continue to spend time, money and
energy on recruiting new candidates. Employee retention and low-turnover rates are great
for employers who cultivate a team that knows what to do. That team is also motivated to
be part of the team, and they get the job done well.

Increased Productivity and Profitability

Happy employees are productive employees. Productivity in relation to compensation starts

with employees feeling valued which increases motivation and loyalty. Not only are
employees more motivated to do a good job, but also, the longer people are with the
company, the more they know and the more efficient they become. All of this leads to
increased productivity.

Job Satisfaction So People Stay

Creating the right compensation plan leads to stronger job satisfaction. The right
compensation plan includes benefits, along with all the other bonuses available. Employees
often boast about holiday bonuses or they keenly watch how the company stock performs
because they have stock options. The right compensation program invests employees into
the work being done, which gives them a stronger sense of satisfaction when the company
succeeds. They know they will be rewarded for their efforts; everyone likes to be
appreciated.