View of Future HR...!

As per moved Eras until now, The working environment & policies had changed continuously with the effect of globalization & the emerge of new technologies

"Globalization is a process of interaction and integration among the people, companies, and governments of different nations, a process driven by international trade and investment and aided by information technology. This process has effects on the environment, on culture, on political systems, on economic development and prosperity, and on human physical well-being in societies around the world."(Silion, 2016)

As by the ITA Group the future HRM has to focus on below key areas:

1. Strategic career development. Career development is a huge opportunity for employers. Not only because it makes your current workforce more adept at their jobs, but because it’s an effective tactic for employee recruitment and retention. Failing to intellectually challenge your team causes them to look elsewhere.
2. Automation. Computers are now able to replicate processes once reserved for the human brain—a game changer for all kinds of work. By delegating tedious work to computer automation, HR professionals can dedicate more time to helping their people flourish as employees and people.
3. Technology. According to the 2017 Deloitte Global Human Capital Trends study, HR isn’t just a support system—they’re now being asked to help lead the digital transformation sweeping organizations worldwide. Specifically, the report states, organizations will invest more in modern communications tools, and bring the same sense of experimentation and innovation that the tech-focused branches of their companies utilize.
4. User Experience. Just as web design best practices focus on the way people view your company, the automated HR software employees interact with on a day-to-day basis should be laser-focused on ease of use and mobile-first capabilities.User Experience. Just as web design best practices focus on the way people view your company, the automated HR software employees interact with on a day-to-day basis should be laser-focused on ease of use and mobile-first capabilities.
5. Transparency. As an HRExaminer article outlines, human beings need transparency, as it allows us to trust the communities and organizations we affiliate with. Smart companies will start peeling back the curtains to keep people aligned and motivated toward a common goal.
6. New Regulation. The federal government has kept human resources professionals on their toes in recent months, and that shows no signs of slowing down. The changing face of healthcare, among other shifts, proves the importance of an agile HR team.
7. Strategy. Human resources isn’t just about people and processes—it’s about everyone’s role in ensuring long-term growth. Strategic human resource management supports overarching business goals and outcomes by interweaving with business strategy, human capital management and overall performance. Future HRM will prove invaluable to multiple business units by taking a closer look at optimizing growth throughout their companies.
8. Culture. Just as your company’s marketing team makes your company look appealing to external prospects and clients, it’s up to expert HRM professionals to make their company attractive to internal talent with an organizational culture that really resonates.

With the effect above key areas HR may enhance or step up their functioning style int he future.


References
Silicon,V.(2016).What-is-globalization? | Globalization101.[Online] Globalization101.org. Available at: http://www.globalization101.org/what-is-globalization. [Accessed on 22nd October 2018.

ITA Group. (2017). The Evolution of HR: Where It’s Been and Where It’s Going. [online] Available at: https://www.itagroup.com/insights/evolution-of-human-resources-management [Accessed 22 Oct. 2018].

History of HR

Reference

PeopleMattersOnline(2013) An animated timeline of the history of HR[Online].Available at: <https://www.youtube.com/watch?v=RpHX03q_3UI.>.[Accessed on 13th June 2018].

Evolution of HRM

Reference

John.W.B(2016) Evolution Of the HRM[Online].Available at: <https://www.youtube.com/watch?v=Kxc8KceOb14.>.[Accessed on 13th June 2018].

Evolution of Human Resources ...!

Over the past century, there has been an evolution in the concept of “human resources” – a term that was not actually used in its current form until the mid-1950s when economist and Yale professor E. Wight Bakke published a report entitled “The Human Resources Function.”  Changes in the culture, politics, and economics of society have influenced these shifts over time.

The early 20th century was a time of labor unrest during which employees were hired and fired at will, unions began to form (although participation in them was restricted), and strikes took place.  As a result, the personnel department, essentially an “industrial relations” function, primarily focused on the issues of wages and labor disputes.  In 1938, the Fair Labor Standards Act was created, setting the minimum wage and other laws to protect workers.  As a result, the focus of the personnel department transitioned to compliance with these laws and to ensuring that employees were happy, healthy, and safe.

In the 1950s, when unions had become powerful, the human resource department was responsible for managing these unions; in addition, positions within companies were generally filled through internal promotion, rather than recruiting, with the HR department deciding who got which positions.  As a result, according to social commentator William H. Whyte, who authored the book “Organization Man,” human resources was considered a “glamorous” role to be in, as it was one that wielded significant power and prestige.  The scope of the department began to grow, and by the 1960s, it covered legal compliance, recruiting, hiring, training, and assessing workers.

When the economic recession hit in the 1980s, job seekers outnumbered available jobs, companies were forced to cut costs, and unions lost their grip on management.  This led to cuts in labor relations, recruiting, and training, which, in turn, led to the development of shared-service models with call centers and outsourcing of administrative functions.  A change from decades past, labor relations had lost its place as the main function of HR.  Outsourcing led to the growth of staffing agencies and search firms, as well as IT-driven vendors providing administrative operation functions that were previously performed by employers.   Computers were used more widely in HR, with the beginnings of automating procedures and the creation of web-based HR systems.

Heading into the 1990s, human resources began to be seen as a profession in its own right, evidenced by the growth of the Society for Human Resource Management’s membership from 4,000 in the mid-1970s to over 250,000 today.  The shift from promoting from within to hiring from without impacted this, as HR staff were no longer focused only on their own businesses.  In the late 1990s, a strong economy meant a surge in recruiting.  In addition, during this time, spurred in part by the 1997 work of Dave Ulrich, a business professor at the University of Michigan who authored “Human Resource Champions: The Next Agenda for Adding Value and Delivering Results,” the concept of the human resources department began to transform.  Ulrich proposed an HR function that would be responsible for a number of distinct categories:  administrative efficiency through shared service centers that provided basic, traditional HR services and improvements to organizational processes (which could be outsourced); “centers of expertise” focused on compensation and benefits to attract employees and respond to employee needs as employee champions; strategic partners who focused on aligning HR with business strategy; and change agents who managed the processes that would increase the organization’s effectiveness.

In the 21st century – and trending into the future – major areas of change have included:

• The HR function has become aligned with the strategic plan of its organization as a strategic business partner that contributes and advises.  Non-HR professionals are entering HR management as importance shifts toward inspirational leadership and business instincts rather than purely functional skills.
• Employees are seen as valued assets and organizational resources, and human capital management is recognized as a key driver of business success.  HR leaders are expected to create demonstrable value for the company, achieving bottom-line results through recruiting, talent development, and retention.
• The concept of a “psychological contract” with employees – rewarding them for their loyalty with opportunities for advancement and job security – has been replaced by the concept of a “boundary-less career” as employee movement between organizations or functions has increased.
• Legacy HR processes are automated through shared service centers, economies of scale, standardizing output, and providing employees with a central interface for day-to-day administrative issues, which allows HR to focus on strategy.  In a digital age, the workforce has become more mobile and demanding, and HR technologies must keep up with new tools and systems for recruitment, performance management, learning, wellness, feedback, and engagement.
• New challenges exist for HR with the globalization of the workforce, and inclusion and diversity continue to gain critical importance in every aspect of HR’s role.
• There is now an increased focus on human behavior – motivating, managing, and changing it – as psychology, sociology, and economics come into play in HR.
• HR is responsible for serving as an expert on organizational design and for maintaining organizational culture, leveraging means of seeking constant, continuous feedback on the organization’s culture and how to improve it; in addition, HR is ensuring that the organization’s values are evidenced in the work environment and employee behavior.  Analytics and data are utilized to help understand how to improve the work environment, culture, and performance, and reduce risk, fraud, and compliance violations.
• Vendors are having a hand in setting HR agendas thorough creating “buzz” around issues.
• The concept of the “employee experience” is ubiquitous.  Employees are now “driving the bus” on their careers – in recruitment, performance management, training, and promotions.  As learning and development activities grow, employees now expect this as an HR benefit.
• Line managers are becoming involved in HR activities, with increased access to HR information and empowerment to develop and direct their employees, using HR as a resource.
• With mergers and acquisitions on the rise, centers of excellence are being created within combined HR departments to provide expertise in different areas, serving as a resource to one another.  In addition, HR representatives are now assigned to different business units for personal, focused service to best meet needs.

                                                                                                *** by Holly Valovick -QLK ***

Changing work role of Human Resource in the Current Century

Source:-

(Deloitte University Press 2018)

In this century every organization are running depend on some same kind  pressures/problems like,

1. Increase of interconnection

2. The rise of emerging markets

3. Diversity of a global population

4. The power of Disruptive Technologies

Now a days world shrinks more with the effect of increase of interconnection by globalisation therefore people can satisfy their needs wherever they are so they can make their own business with less capital there fore rise of new markets are increased globally.

Matured people are working globally with the variation of Skills, Ethnicity, Language, Country,Age & Culture therefore they growth the strong communication skills, adoption of different culture, sharing of Knowledge & ideas will increase the strength of HR.

"Emerging technologies have the potential to truly reshape the world in which we live and work. Leaders in both government and business must not only know what’s on the horizon but also start preparing for its impact" (James,Michael,Jacques,Richard,Peter and Alex 2013).

The growth of technologies, the power of disruption also growing due to that competition increases highly. If the companies doesn't initiate innovation embrace of of the changes will stay with longer lives.


References:-

• Deloitte University Press(2018)New mission and purpose [ONLINE Available at: <https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2016/human-capital-trends-introduction.html>.].[Accessed 2 May 2018].

• James,M.,Michael,C., Jacques,B.,Richard,D.,Peter,B. and Alex,M.(2013)Disruptive technologies: Advances that will transform life, business, and the global economy[Online]:New York.McKinsey Global Institute.Available at:<https://www.mckinsey.com/business-functions/digital-mckinsey/our-insights/disruptive-technologies >.[Accessed on 2nd May 2018].

Mapping the field of organization development

What is organization development?

Definition of Organization Development

Organization Development (OD) is the work of facilitating organizational success, by aligning structural, cultural and strategic realities of work to respond to the needs of an ever-evolving business climate. This involves facilitating a deep connection between the best business processes and structures on the one hand, and the people working within the organization on the other. In short, it is to create great organizations!


Organization development as a discipline has evolved in a way that is true to to its heritage.  In our OD Practitioners Programme we explore over twenty definitions as part of our mapping of the field.  What we say here brings together the common themes, but it isn't a definitive answer and we would love to hear your thoughts in the comments below.
                                                                                                        *** By Tom Kenward ***




 

Source
(Roffev 2016)


Reference
Roffey,P.(2016) Mapping the Field of OD with Roffey Park[Online]. Available at:<https://vimeo.com/165552818 .>. [Accessed on 20th April 2018].

Healthy Impact of Diversity...!

Diversity is defined as Differences or Variation If every One are equal then the Knowledge / Intelligent will be finite there fore the ability to learn & grow will also be restricted.

Each people born with significant of skills so whenever they move with other kind of people the can give to their skills to some one at the same time they can learn some thing from others as well.


Diverse of work place will speaks some mentioned inequality in peoples them selves or others like,

• Races
• Ethnicities
• Age Groups
• Gender
• Religions
• Cultural Beliefs
• Languages
• Values
• Family Background Status
• Physical & Mental Disabilities or Challenge

Advantages of having Diversity in work Place

• Improvement of communication skills
• Knowledge Transfers
• Creativity rises
• Innovation

Significance of Managing Diversity

• Healthy controlled diverse teams out perform homogeneous teams & vice versa.
• Renown in the market & attract best Employees.
• Employee who feel valued & rewarded are more engaged & motivated.
• Greater employee engagements lead to lower revenue rate.

So if the diversity is embraced by the organization will have  a greater healthy impacts in their gradual growth but while the time of recruit people Organization has some consideration in Employees who are match with that to achieve their VISION & MISSION.

Characteristics of Workplace Diversity

by Eve Lopez

Workplace diversity refers to a place of business that has male and female employees from multiple races, ethnicities, age groups, sexual orientation and religious affiliations. Such a business may also include employees who are veterans or have disabilities. Characteristics of workplace diversity include employing people from different backgrounds across all departments and pay levels--from front-end customer service and sales people to C-level officers.

History

Workplace diversity was first encouraged in the U.S. by the passing of the Equal Pay Act in 1963. This law required equal pay for men and women performing the same job. The Civil Rights Act of 1964 prohibited discrimination based on race, color, religion, sex or national origin. This included making hiring or firing decisions based on these backgrounds. So far, sexual orientation is not one of the federally protected categories under equal rights laws. However, businesses may incorporate sexual orientation consideration when embracing workplace diversity.

Benefits

Diversity has multiple benefits to the workplace. One of the major principles of diversity says that a company that has diverse employees has a greater understanding of the global marketplace.

According to DiversityWorking.com, employers reported that their diverse organizations benefit from a variety of viewpoints, higher productivity and profit due to company cultures that encourage employees to perform to their highest ability.

Employers may also recognize immediate benefits of workplace diversity. Customers who speak different languages or come from overseas may require customer service in their language. In industries such as marketing and advertising, knowing what consumers across different backgrounds want is crucial to success.

Challenges

Miscommunication and lack of understanding is bound to happen in diverse workplaces. Having a policy of diversity and utilizing team-building exercises can help employees learn to communicate and respect each other. Diversity training should be implemented from the top through the bottom of the company hierarchy. Employees are more likely to consider policies fair if those policies can be seen firmly in place at the manager level. Having zero tolerance for harassment and discrimination can help companies avoid costly lawsuits.

Action Steps

First, assess your company's diversity across all departments. It may help objectivity to hire an outside consultant to perform a diversity assessment. Document what things you want to change, and then make a plan to start diversifying your business. Set up reasonable goals for your company; you may want to revisit your company's policy of diversity every quarter or annually. Be aware of the difference between pursuing workplace diversity and affirmative action. Affirmative action, which is the process of considering a person's racial background during the hiring process, has been challenged in the courts. The Supreme Court has generally frowned on workplace quotas. Employers should be careful to avoid "reverse discrimination" during the staffing process. For example, pursuing workplace diversity is not the same as having positions that are only open to women or people of color; this is illegal.

Misconceptions

A common misconception about workplace diversity is that simply having one or two employees of a minority background is enough. Workplace diversity should actually be a significant portion of a company's workforce, across all departments. For example, if your company has no C-level minorities, your company is not practicing diversity. Another misconception is that workplace diversity is only about race. Workplace diversity is much more than just having a group of racially mixed employees; all age groups, education, socioeconomic backgrounds and religions should be represented.

When trendy changes dominate Organization...!

Diversity of trends have to be embraced by not only the organizational structure with the technologies but also the change attitude of Employer & Employees.

Gradual development of Human Resources has to adopt completely introduced abilities

1.Employee Experience- Influence experience in working culture

2.AI in HR

•       Talent Acquisition
•       On Boarding
•       Training
•       Performance Analysis
•       Retention & Engagement

3.Micro Learning

4.HR Terms – Sizing & required skills

5.Goal Centric Process – Change aspect of talent management

6.No More Silos- Need to acquire a robust skill set on each specialization

7.Data driven.

References

Andre, L.(2018)2018: The Evolution of HR.[Web log post] . available at:< https://blog.clearcompany.com/evolution-of-hr/>.[Accessed on 16 March 2018].