Importance of Training

Adequately planned and well-executed training program can lead to the

following advantages.
Importance of Training are:
1. Higher productivity and better quality of work
2. Reduction in wastage and cost
3. Increases morale and loyalty
4. Reduced supervision and low accident rates
Importance of Training
Higher productivity and better quality of work
Formal training leads to the enhancement of skills of the employees that
enables them to perform their job more efficiently. As standard methods
are taught to the employees it improves the quality of product and
services.
Reduction in wastage and cost
Workers learn how to make the optimum use of resources. Training
leads to the economic use of material and machinery and helps minimize
the cost of operations per unit.
Increases morale and loyalty
Training helps boost the morale of the employees by developing a
positive attitude, job satisfaction and enhanced learning. It makes them
loyal to the organization as they develop a sense of commitment.
Reduced supervision and low accident rates
Training develops well-motivated employees who are self-reliant, they
do not need constant guidance and supervision. Employees can also
avoid mistakes and accidents on the job as they can handle a job with
confidence and adopt the right work methods
Employee Selection is the process of putting right men on right
job. It is a procedure of matching organizational requirements with
the skills and qualifications of people. Effective selection can be
done only when there is effective matching.

Employee Selection is the process of putting right men on right

job. It is a procedure of matching organizational requirements with
the skills and qualifications of people. Effective selection can be
done only when there is effective matching.

The Employee selection Process takes place in following order-

1. Preliminary Interviews- It is used to eliminate those

candidates who do not meet the minimum eligiblity criteria
laid down by the organization.

The skills, academic and family background, competencies

and interests of the candidate are examined during
preliminary interview.
Preliminary interviews are less formalized and planned than
the final interviews. The candidates are given a brief up
about the company and the job profile; and it is also
examined how much the candidate knows about the
company. Preliminary interviews are also called screening
interviews.

2. Application blanks- The candidates who clear the

preliminary interview are required to fill application blank.

It contains data record of the candidates such as details

about age, qualifications, reason for leaving previous job,
experience, etc.
3. Written Tests- Various written tests conducted during
selection procedure are aptitude test, intelligence test,
reasoning test, personality test, etc.

These tests are used to objectively assess the potential

candidate. They should not be biased.

4. Employment Interviews- It is a one to one interaction

between the interviewer and the potential candidate.

It is used to find whether the candidate is best suited for the

required job or not.
But such interviews consume time and money both.
Moreover the competencies of the candidate cannot be
judged.
Such interviews may be biased at times. Such interviews
should be conducted properly. No distractions should be
there in room.
There should be an honest communication between
candidate and interviewer.

5. Medical examination- Medical tests are conducted to

ensure physical fitness of the potential employee. It will
decrease chances of employee absenteeism.
6. Appointment Letter- A reference check is made about the
candidate selected and then finally he is appointed by giving
a formal appointment letter.
Meaning of Training:

“Training refers to the process of educating and developing

selected employees so that they have the knowledge, skills,
attitudes and understanding needed to manage in future
position.”
Training as defined by some experts of the
management as:
In the words of Dale, I. Beach, “Training is the organised
procedure in which people learn knowledge and/or skill for
definite purpose.”
According to Jucius, “The term training is used here to
indicate only the process by which the aptitudes, skill
and ability of employee to perform specific jobs is
increased.”
Edwin B. Flippo defined, “Training is the act of increasing the
knowledge and skill of an employee for doing a particular job.”
It is a short-term process utilizing a systematic and organized
procedure by which non-managerial personnel learn technical
knowledge and skills for a definite purpose.

Importance of Training:

The importance of training is emphasized by the

following factors:
1. Increased Productivity:
It improves performance. Better skilled workers increase
quantity and improve quality of output. Wastages are reduced.
It reduces the learning time with the resultant productivity.
2. Improvement in Employee Morale:
Training improves needed skills, which build up confidence and
satisfaction. This, in turn, develops enthusiasm and pride, which
are indicative of high morale.
3. Better Safety:
More accidents are caused by deficiencies in people than by
deficiencies in equipment and working condition. Proper
training with emphasis upon selected safety points reduces
accidents.
4. Reduced Supervision:
Untrained personnel are a source of constant worry to the
immediate supervisor. Once he acquires the requisite skill he is
entitled to lesser close supervision.
5. Personal Growth:
The training programmes give the participants a wider
awareness, a sense of self-satisfaction and fulfilment, an
enlightened philosophy and a value system that are the apex to
the personal growth.
6. Ensure better Placement:
Training helps in spotting out promising men and in locating
mistakes in selection. Promising trainee will be discovered from
his quick understanding of instructions.
7. Organizational Stability:
Training and development programmes foster the initiative and
creativity of employees, which increases a sense of belonging,
thus preventing manpower obsolescence. There is no greater
organizational asset than that of trained and motivated
personnel.
NEEDs

1. New candidates who join an organization are given training.

This training familiarize them with the organizational mission,
vision, rules and regulations and the working conditions.
2. The existing employees are trained to refresh and enhance
their knowledge.
3. If any updations and amendments take place in technology,
training is given to cope up with those changes. For
instance, purchasing a new equipment, changes in
technique of production, computer implantment. The
employees are trained about use of new equipments and
work methods.
4. When promotion and career growth becomes important.
Training is given so that employees are prepared to share
the responsibilities of the higher level job.

What is Human Resource Planning?

Human Resource Planning (HRP) is the process of
forecasting the future human resource requirements of the
organization and determining as to how the existing human
resource capacity of the organization can be utilized to fulfill
these requirements. It, thus, focuses on the basic economic
concept of demand and supply in context to the human resource
capacity of the organization.
 Nature of Human Resource Planning

Human resource planning analyzes and identifies the available and

necessary human resources in order for an organization to accomplish
its objectives. A key objective of HR planning is to ensure that the
organization has the appropriate number of human resources, with the
appropriate skills, at the appropriate time, and in the right place. A
human resource planning process must examine the availability and
allocation of people to jobs over a long period of time, which does not
just apply to the next month or to the next year.
Human resource planning is an integral part of an organization’s
overall planning. There are a variety of ways to reduce employee
numbers, including shifting employees to other jobs within the
organization, laying off employees, developing current employees, or
increasing the number of employees in certain areas. There should be
a consideration of the knowledge, skills, and abilities of the current
employees, as well as the anticipated vacancies resulting from
retirements, promotions, transfers, and discharges. HR professionals
working with managers and executives must work together to
accomplish HR planning.
Objectives of Human Resource Planning

1) To ensure optimal utilization of existing human resources in the

organization.
2) To assess or forecast the organization’s future skill requirements.
3) To ensure the availability of necessary resources when and where
they are needed.
4) There are a number of specific reasons why manpower planning
and forecasting are important. Here are some of them:

 To link organizational planning with manpower planning

  To determine the recruitment level.
 To anticipate redundancies.
 To determine optimum training levels.
 To provide a basis for management development programs.
 To cost the manpower.
 To assist productivity bargaining.
 To assess future accommodation requirement.
 To determine the cost of overheads and the value of service
functions.
 To determine whether certain activities should be subcontracted.

Importance of Human Resource Planning

Human resource planning is a subsystem of organizational planning.

The purpose of organizational planning is to establish the company’s
goals for the future and determine the appropriate means by which to
reach those goals. On the basis of the key roles HRP plays in the
organization, we examine the importance of HRP within the
organization.

1. Future Personnel Needs

An organization’s future personnel needs can be determined through

human resource planning. Whenever an organization is experiencing
either a surplus or deficit of staff strength, it is the result of an
ineffective human resource plan. Due to the fact that the public sector
enterprises never planned their staffing requirement and went on a
hiring spree until the late 1980’s, all public sector enterprises are now
overstaffed. Many companies in the private sector are resorting to
VRS ‘voluntary retirement scheme’ because of excess staff. There
would have been an excess of labor problem if the organization had a
good HRP system. A good HRP system will also enable the
organization to plan its succession.

2. Part of Strategic Planning

The Human Resource Planning process has become a key component

of the strategic planning process. When formulating a strategic plan,
HRP gives input into whether the organization has the appropriate
human resources to execute the strategy. Human resources are also
necessary during the implementation stage in order to determine how
to allocate resources based on organizational structure, process, and
human resources. A substantial role is played by HRP in some
organizations, and HR issues are seen as an inherent part of business
management.

3. Creating Highly Talented Personnel

Although India has a significant number of educated unemployed, it is

the HR manager’s discretion that will allow the organization to hire
the right person with the right skills. Even existing employees hope
for the job so frequently that the organization frequently faces
manpower shortages. In order to cope with this shortage of skilled
manpower, skilled manpower planning in the form of skill
development is required.

4. International Strategies

Human resources planning plays a key role in facilitating an

organization’s international expansion strategy. Recruiting foreign
nationals to fill key positions and reassigning employees within or
across borders is a major challenge that international business faces.
Due to the trend towards globalization, the need for HRP will increase
as well as the need to better integrate HRP with a company’s strategic
plans. With the growing competition for foreign executives, there may
be costly and strategic turnover among key decision makers without
an effective HRP and subsequent attention to recruitment, selection,
placement, training, and career planning.

5. Foundation for Personnel Functions

HRPs provide valuable information about designing, selecting,

training and developing personnel, transferring, promoting, and laying
off employees.

6. Increasing Investments in Human Resources

HRP is becoming increasingly important as organizations invest more

in human resources development. The value of human assets can
increase more than that of physical assets, organizations are realizing.
Employees who develop their skills and abilities gradually become
valuable assets to the organization. A trained, flexible, motivated, and
productive workforce is difficult to value in terms of rupees due to the
fact that it can be acquired either directly or through job assignments.
There has been a growing recognition that the quality of the workforce
is responsible for both short- and long-term organizational
performance.

7. Resistance to Change

When employees hear about change or even job rotation, they are
always reluctant to accept it. It is impossible for organizations to
transfer employees from one department to another without prior
planning. The planning of job rotation (moving an employee from one
department to another) involves matching the skills required and the
existing skills of the employees.
8. Uniting the Viewpoint of Line and Staff Managers

Line and staff managers can work together through HRP. The HRP is
initiated and executed by the organization’s staff, but everyone within
an organization is expected to participate and cooperate. Managers are
the most knowledgeable about the challenges their departments face.
The success of HR Planning and Development depends on effective
communication between HR staff and line managers.

9. Succession Planning

People are prepared for future challenges through Human Resource

Planning. Employees are identified, trained, assessed, and assisted
continuously so they can quickly assume the responsibilities and
positions of their boss or seniors as and when the need arises.

10. Other Benefits:

 HRP contributes to the evaluation of manpower policies and

management programs.
 It develops awareness of the importance of using human
resources effectively for the organization’s growth.
 It facilitates the selection and training of employees with the
necessary knowledge, experience, and skills to meet the
organization’s objectives.
 HRP suggests that the company review and modify its human
resource policies and practices, as well as examining the way in
which human resources are utilized.
The communication is a two-way process wherein the message in the
form of ideas, thoughts, feelings, opinions is transmitted between two
or more persons with the intent of creating a shared understanding

Barriers To Effective Communication

The process of communication has multiple barriers. The intended
communique will often be disturbed and distorted leading to a condition
of misunderstanding and failure of communication. The Barriers to
effective communication could be of many types like linguistic,
psychological, emotional, physical, and cultural etc. We will see all of
these types in detail below.

Linguistic Barriers

The language barrier is one of the main barriers that limit effective
communication. Language is the most commonly employed tool of
communication. The fact that each major region has its own language is
one of the Barriers to effective communication. Sometimes even a thick
dialect may render the communication ineffective.

As per some estimates, the dialects of every two regions changes within a
few kilometers. Even in the same workplace, different employees will
have different linguistic skills. As a result, the communication
channels that span across the organization would be affected by this.

Thus keeping this barrier in mind, different considerations have to be

made for different employees. Some of them are very proficient in
a certain language and others will be ok with these languages.

Browse more Topics under Communication

 Types of Communication
 Network in Communication
 Characteristics of Effective Communication
 Interpersonal Skills, Listening Skills and Emotional Intelligence
Learn more about the Characteristics of Effective Communication here in
detail.

Psychological Barriers

There are various mental and psychological issues that may be barriers to
effective communication. Some people have stage fear, speech disorders,
phobia, depression etc. All of these conditions are very difficult to manage
sometimes and will most certainly limit the ease of communication.

Emotional Barriers

The emotional IQ of a person determines the ease and comfort with which
they can communicate. A person who is emotionally mature will be able
to communicate effectively. On the other hand, people who let their
emotions take over will face certain difficulties.

A perfect mixture of emotions and facts is necessary for effective

communication. Emotions like anger, frustration, humour, can blur
the decision-making capacities of a person and thus limit the effectiveness
of their communication.

Physical Barriers to Communication

They are the most obvious barriers to effective communication. These

barriers are mostly easily removable in principle at least. They include
barriers like noise, closed doors, faulty equipment used for
communication, closed cabins, etc. Sometimes, in a large office, the
physical separation between various employees combined with faulty
equipment may result in severe barriers to effective communication.
Learn more about Interpersonal Skills and Emotional Intelligence here in
detail.

Cultural Barriers of Communication

As the world is getting more and more globalized, any large office may
have people from several parts of the world. Different cultures have a
different meaning for several basic values of society. Dressing, Religions
or lack of them, food, drinks, pets, and the general behaviour will change
drastically from one culture to another.

Hence it is a must that we must take these different cultures into account
while communication. This is what we call being culturally appropriate. In
many multinational companies, special courses are offered at the
orientation stages that let people know about other cultures and how to be
courteous and tolerant of others.

Organisational Structure Barriers

As we saw there are many methods of communication at an organizational

level. Each of these methods has its own problems and constraints that
may become barriers to effective communication. Most of these barriers
arise because of misinformation or lack of appropriate transparency
available to the employees.

Attitude Barriers

Certain people like to be left alone. They are the introverts or just people
who are not very social. Others like to be social or sometimes extra
clingy! Both these cases could become a barrier to communication. Some
people have attitude issues, like huge ego and inconsiderate behaviours.

These employees can cause severe strains in the communication channels

that they are present in. Certain personality traits like shyness, anger,
social anxiety may be removable through courses and proper training.
However, problems like egocentric behaviour and selfishness may not be
correctable.

Perception Barriers

Different people perceive the same things differently. This is a fact which
we must consider during the communication process. Knowledge of the
perception levels of the audience is crucial to effective communication.
All the messages or communique must be easy and clear. There shouldn’t
be any room for a diversified interpretational set.

Physiological Barriers

Certain disorders or diseases or other limitations could also prevent

effective communication between the various channels of an organization.
The shrillness of voice, dyslexia, etc are some examples of physiological
barriers to effective communication. However, these are not crucial
because they can easily be compensated and removed.

Technological Barriers & Socio-religious Barriers

Other barriers include the technological barriers. The technology is

developing fast and as a result, it becomes difficult to keep up with the
newest developments. Hence sometimes the technological advance may
become a barrier. In addition to this, the cost of technology is sometimes
very high.

Most of the organizations will not be able to afford a decent tech for the
purpose of communication. Hence, this becomes a very crucial barrier.
Other barriers are socio-religious barriers. In a patriarchal society, a
woman or a transgender may face many difficulties and barriers while
communicating.
Definitions of Motivation

The word Motivation derives from the Latin word “Movere”. The
Latin word “Movere” means “To move”, “To drive” or “To drive
forward” etc. Motivation can be defined as stimulating, inspiring
and inducing the employees to perform to their best
capacity. Motivation is a psychological term which means it
cannot be forced on employees. It comes automatically from
inside the employees as it is the willingness to do the work.

There are 9 main components that contribute to employees

motivation:

1. Salary
Receiving regular payment, especially in reference to permanent
employees, is considered a basic need that is expected to be
satisfied by an employer. However, salary on its own is a short
term satisfier. In the longer term, salary isn’t a factor that
increases performance and a promise of getting a pay rise
frequently has only a temporary impact.
However, if the salary is lower than an employee would expect, it
could cause dissatisfaction and disengagement. While earning an
‘equitable’ salary might not motivate employees to perform better,
it will reduce the risk of them feeling resentful or frustrated by the
job.

2. Non-monetary incentives
Non-financial rewards are a way of satisfying employees’ egos
and self-actualization needs. These are often used to:
 Acknowledge extraordinary performance
 Recognise achievement
 Increase morale
 Create a positive work environment
 Motivate high performance
According to research conducted by the Industrial Relations
Services, non-monetary rewards help to fulfil organisational
objectives at a relatively low cost. What’s more, some non-
financial incentives can be executed almost immediately as
opposed to financial rewards, which can take weeks or months to
take effect.
There is a wide range of different non-financial incentives that can
be used by managers:

 Simple “thank you” - either said directly to an employee or,

better still, sent in written form and preferably hand-written
 Public appreciation and acknowledgement of a job or task well
done
 Rewarding an employee with a title of a 'star of the month' or
'employee of the month'
 Vouchers or tangible goods
 Flexible working arrangements/the opportunity to work from
home
 Free or subsidised meals, fruit or drinks

3. Relationship with colleagues

As employees spend one-third of their day at work, relationships
and interactions they have with their colleagues can significantly
impact their mood and outlook. Negative experiences or attitudes
will eventually lead to isolation and loneliness, making it more
difficult to find satisfaction from work, which in turn will decrease
motivation.
Employees’ social needs linked to their desire to be accepted and
to belong to a community can be used to build strong and loyal
teams that will achieve higher results by cooperating on the basis
of common understanding.
To stimulate the development of positive work relationships, it’s
advised to focus on team building activities that will allow
employees get to know each other better:

 Brainstorming sessions in or outside of the office that allow

anyone to speak freely, openly and honestly
 Team lunches or dinners, and social events such as Christmas
parties
 Bowling, river cruises, comedy clubs, physically challenging
activities or other activities that the team could attend together
- care should be taken to select and plan events taking into
account all team members’ abilities
 Using an external facilitator for team building who might offer:
ice breakers, discussion topics, games or similar techniques

4. Relationship with leadership

Each employee has a hierarchy of needs that should be
addressed and the responsibility of understanding those needs
lays with their line manager.
The basis for effective communication between the two parties is
two-sided trust. Relationships built on this foundation will help
employees to honestly and openly talk about their needs,
thoughts and feelings, which in turn will give the line managers
clear direction on how to support and motivate their team
members.
5. Company’s culture
According to a survey conducted by the Harvard Business
Review, the reasons behind why employees work determines how
well they perform. Employees are conscious of their company’s
culture and learn and align their professional goals with the
organisation’s goals, which becomes their answer to the question:
“why we do what we do”. The extent to which employees align
with the goals set by their employer is directly impacted by the
strength and clarity of their employer’s mission statement and
values.
Any lack of belief or understanding of the employer’s goals is one
of the major causes of low job satisfaction, negative attitude and
lower commitment. On the other hand, employees who are
aligned with the culture are generally more happy in their roles,
achieve better result and fulfilment.
A company’s culture comes down to 6 main elements: work
environment, company
mission, value, ethics, expectations and goals. In practice, the
culture is just a set of rules or accepted behaviours that help
employees make decisions everyday. While every company
would have their own unique set of features, values and beliefs,
culture is always about making sure that the employees have a
productive and enjoyable working environment.

6. Learning and development opportunities

Self-actualisation is a natural by product of high performance.
Most employees naturally want to do a good job to feel they are
achieving their full potential. Learning & Development (L&D) is a
way of educating and guiding your employees on the areas and
aspects that will help them develop and progress.
The subject of personal and professional development is
especially important to generation Y - the desire to learn, acquire
new skills and continue personal development is one of the
reasons millennials choose to leave their employer. A lack of
professional and/or personal development is one of the main
causes of job dissatisfaction among this group.
On the other hand, L&D can stimulate higher performance and
improve engagement as long as the company offers development
opportunities at every level - from learning on the job, through
mentorship, shadowing and specific internal or external training
programmes.

7. Processes within the company

While processes on their own aren’t a motivational tool, they are
closely linked to the areas that impact desire, enthusiasm and
willingness of the employees. The workload, division of
responsibilities, access to resources and accountability all
depends on the structure and efficiency of the processes on
which the business runs.
Efficient processes stimulate workers, allowing them to work
effectively and efficiently and by reducing the amount of potential
blockers. At each stage of the process an individual should be
aware of what’s expected from them and what resources are
available. Making sure that an employee feels responsible for the
outcomes of their work is crucial in building work engagement and
stimulating higher performance.

8. Personal life
According to a research by Bensinger, DuPont & Associates, 47%
of employees state that problems in their personal lives affect
their work performance. Personal challenges can cause issues
with concentration, poor attention, lack of engagement and even
absenteeism.
As employees spend ⅓ of their days at work, there’s a lot that an
employer and/or a manager can do to support members of their
team who are going through a tough time. Being patient and
showing understanding towards them is the first step.
Most organisations have clear policies, procedures or guidelines
that specify how employees can be supported during difficult
times. These often fall under the 'work-life balance' umbrella and
are especially helpful in situations when bereavement or grief
strikes, including flexible working, paid time off or Employee
Assistance Programmes.
By offering support and understanding, as well as guiding
employees through the hard times, it is possible to build trust and
loyalty within people who frequently will return stronger and more
committed. Making their professional career another challenge to
deal with and manage might create the opposite result and as an
employer, you may never regain their trust and commitment.

9. Performing meaningful work

As in the case of non-monetary incentives, motivation through
meaning targets the need of self-actualisation. Finding meaning is
an existential question and according to research, including
Deloitte’s Talent 2020 series, performing meaningful work is
one of the top 3 motivational drivers.
Finding the meaning behind work turns out to be linked to being
able to make a difference to humanity through the job. By creating
a culture of ethics, morals and establishing a CSR strategy,
companies can encourage and guide their employees in the
search of meaning.
Another element to consider is educating employees on the
values and the mission of the organisations they work for - the
foundation of seeing the meaning is understanding why the
company does what it does and how it makes a difference.
Another aspect is showing how the employees the role they play
within the company links to the company’s vision, mission and
values. By helping employees understand how they make an
impact on the business and through that how they contribute to
society is a clear and simple way of giving them a purpose.

Final thoughts
Motivation is dynamic - it changes over time.
It’s the line manager’s responsibility to identify and react to these
changes. Having a full understanding of what employees want to
achieve as individuals, and showing them how to do it, is the main
principle that if followed will help to build a strong, engaged and
high performing team.

1. A hybrid structure
The personnel groups relocated when work-from-home became a
routine, leaving all the teams and companies to disband from one
particular geographical location to anywhere in the nation.
Where some organizations are encouraging their employees to start in-
office jobs again, many are content with a hybrid culture and are
continuing to play by that.
Which route your organization takes can make a whole lot of difference
between keeping or losing the workforce — around 40% of the
workforce shared that they’d consider quitting if their organization puts
a halt on hybrid culture.
Hybrid work culture is also a natural first step today for a business to
expand in foreign markets too. The hybrid culture automatically opens
the door for new opportunities for growth and earnings. Over the past
few years, expanding through foreign markets has become easier and
more affordable due to the rise in hybrid culture.
2. Global expansion on the rise
Shifting your work into the global market – remote working is an initial
step. With changing times and technology the trends in HRM have taken
a turn too, and the inauguration of a business in foreign lands is
becoming a cakewalk. Furthermore, governments uplifting strict policies
in this post-pandemic era – support the businesses too.
3. Employee experience takes precedence
Employees today don’t just want a good paycheck but a quality culture
and healthy work environment as well. As a part of trends in HRM, a
good remuneration retains an employee, and a qualified environment
and experience assist in the choice too.
HR leaders should bring about methods to encourage positive workforce
health, making the employees more flexible to changes and disruptions.
Organizations today are offering products, services, and methods to
enhance not their own but other firms employee experiences as well.
Employee management, time & attendance management, employee self
service portals, leave management, etc., are all a part of the trends in
HRM culture today.
4. Analytics gaining the front seats
With no physical human contact, tracking and measuring the work and
employees became strenuous, especially when the workforce is spread
throughout the globe. Analytics is said to play an impacting role in
offering information for decision-making.
Employee management is an integral part of an organization. What work
to assign to which employee, tracking their progress, ensuring
completion of OKRs, and rewarding the employees accordingly is very
important to make the funtions of a firm a success.
5. A surge in monitoring the employees
With the growing number of hybrid workers, managers are often unable
to scrutinize every single employee and their work. The lack of personal
interaction led to a surge in employee monitoring techniques that gave
birth to yet another set of trends in HRM.
Keeping track of work and performance, attendance, and leaves, are just
a portion of employee monitoring practices.
6. Automation of everyday tasks
To give precedence to high-value and productive workings, HR leaders
can leverage AI-powered solutions to automate their daily tasks that
were carried out manually. Practices such as screening, sourcing talents,
onboarding, keeping check of attendance, etc., and a lot more now can
be carried out by the systems in this tech-driven world.
Proper workflows are set to streamline all the automation and to avoid
any errors. All these trends in HRM are changing the face of a
workplace and skyrocketing the growth of every organization leveraging
these methods.
7. Augmenting the hiring processes
Yet another perk that can be considered as a part of trends in HRM are
chatbots. With their assistance, employers can now manage to select
quality candidates for relevant positions out of the ample talent pools
available.
Functions such as resume screening choose explicit candidate profiles,
subsequently ensuing in higher work performance and enhanced
productivity. Solutions such as an Applicant Tracking Software are one
of the latest trends in HRM today. An ATS streamlines the entire hiring
process from job posting to onboarding and much more. Integrations
with job boards is yet another trends in HRM that posts jobs on multiple
websites with a single click.

Human resource management (HRM) is the practice of recruiting,

hiring, deploying and managing an organization's employees.
HRM is often referred to simply as human resources (HR). A
company or organization's HR department is usually responsible
for creating, putting into effect and overseeing policies governing
workers and the relationship of the organization with its
employees. The term human resources was first used in the early
1900s, and then more widely in the 1960s, to describe the people
who work for the organization, in aggregate.

The halo effect occurs when our overall positive impression of a

person, product, or brand is based on a single characteristic. If
our first impression is positive, the subsequent judgments we
make will be colored by this first impression. Example: Halo effect
The halo effect is a common bias in performance appraisals.