Trends and future challenges of HRM in global context

  Business operations excessively rely on data than ever before making cybersecurity as to top challenging priority of the organizations ( Culot et.al ., 2019). Protection of information includes protection of information assets from unauthorized access, disclosure, destruction, accidental loss, misuse or modification ( Kumah et.al., 2022). Breach in information security may lead to loss of sensitive information and productivity which will ultimately lead to huge financial losses and may badly affect the company reputation as well ( Kumah et.al., 2022). The major source of security failure is human beings. They are vulnerable to a wide range of security threats from deliberate violation to circumvention of physical and technical security controls. Further possibilities of security breaches have been underestimated by the people making it highly vulnerable ( Kumah et.al., 2022). From HR perspective cyber security can be looked at two ways. Securing HR own data, such as employee sa...

  HR performs so many operations and so much money is involved in them, that is one of the reasons why data science tools have been used in HR to use the data in meaningful manner ( Tambe et.al 2019). As per the definition given in Tambe et.al (2019), AI referrers to a “ broad class of technologies that allow a computer to perform tasks that normally require human cognition, including decision-making”. Company uses AI technology in the HRM to develop their services, increase productivity, reduce cost, and eliminate human errors and biases ( Hmoud and Laszlo, 2019) HRM is comprise of recruitment, selection, evaluation, development retention, consultation, and negotiation with employees (Jatobá et.al, 2019). In these set of processes recruitment and selection, training and development and employee retention are the most viable area that AI can be implemented (Iqbal, 2018). 1.      AI in recruitment and selection - Unlike relying on LinkedIn this increase the ...

  The current generation of workers are more keen about the work values and expectations. Hence the balance between their values and the organizational values are important factor for employee behavior such as commitment, job satisfaction, retention, performance etc. ( Yaniv and Farkas, 2005) . Values were defined by Rokeach, (1973) cited in  Yaniv and Farkas, (2005) as “ enduring beliefs that a specific mode of conduct or end-state is preferable to its opposite, thereby guiding individuals' attitudes, judgments and behavior”. Organization is having a strong culture, when more individuals have shared values with the organization and they are more likely to help broader mission of the organization ( Yaniv and Farkas, 2005) . Organizations can use different survey methodologies in order to determine whether the employee values are in-aligned with the organizational values. Some studies mention this as part of the person-organization fit which means the compatibility betwe...

  With the digital age, traditional working patterns has been changed into digital frame creating new working patterns for employer and employee with new relationships ( Tripathi et.al ., 2022). GIG economy can be refereed as where employee and employers meet via digital platforms to accomplish specific tasks ( Batmunkh et.al., 2022). Gig economy composite of all sorts of work arrangements such as freelancers, consultants, independent contractors and professionals and temporary contract workers. Participants who use gig economy sometimes treat their gigs as the main source of income, some as the secondary or part time income. The advantages of gig workers are that they are cheaper, quicker and can be recruited from anywhere of the world. On the other side disadvantages are low pay, uncertain income, risk of termination and platform users need third party support to review their contracts (Batmunkh et.al., 2022)   The new challenge for HR representatives is, how to best inte...

  With the dawn of fourth industrial revolution which is marked by Robotic Process Automation, Artificial Intelligence, Internet of things etc, a human centered approach to HRM is highly essential in order to equip people with employable skills and capabilities to retain the employees in the workplace and give them sustainable opportunities (Cooke et.al 2022 and Zareen 2020). The automation helps to remove harmful tasks, improve the speed and quality of the works. But if the organization is unable to upskill or reskill the replaced workers to the needed work they will face skill shortage (Cooke et.al 2022). The effect of digital technology is not only affecting to manufacturing sector but also for the service sector. However, this will likely to end up in better careers for people than less meaningful and less engaging tasks that they have done before. Fist will look-at whether robots can replace the humans As per WEF (2018) cited at Cooke et.al (2022) they have identified ten ...

  The fourth industrial revolution is just started. With the everchanging world environment, the need for be relevant and employable is a critical concern of every employee across the globe. Many existing jobs will change in nature and some may fully disappear and there will be new jobs in future that don’t even exists today (Pedron, 2018). Not only the workforce, organizations also must adopt for the changes in the environment and change the skill set of their labor force to exist in the business world and to gain competitive advantage. Emerging of new technologies such as Robotic process Automations, Artificial Intelligence have become substitutes for the monotonous tasks performed by humans there by eliminating or creating new job opportunities for the humans. On the other hand, there are lack of skilled workers in labor market as universities and schools are not producing skilled labors as per the changing requirements of private sector (Pedron, 2018) These issues have directed...

  Global workforce includes different people from different background due to trends in immigration. They consist of people from different languages, communication styles, religious and faith backgrounds, single parents, LGBT communities, people with different mental and physical health backgrounds. Hence it is one of the biggest challenges for HR professionals in 21 st century to manage this diversified workforce with equity and inclusion.  Companies with good DEI strategies are popular among consumer base as ethical companies hence companies strive to implement DEI strategies for their workforce.  Let’s look at each term in DEI in detail; 1.      Diversity Refers to differences within a group including background, gender, race, ethnicity, age and generation, disability and ability, religion, sexual orientation and nationality. 2.      Equity Ensuring that there are no differences in, opportunities for career development, experie...