Mark Joaquin A. Alcala BSBA-3 HRM 1.What is HR management? Human resources management is the process of recruiting, hiring and training employees. The professionals who work in this industry use their skills and expertise to find talent, manage wages, train workers, solve workplace conflicts and more. Their primary role is to maximize employee performance. 2. What is “work” today work, employment, occupation, calling, pursuit, métier, business mean a specific sustained activity engaged in especially in earning one's living. work may apply to any purposeful activity whether remunerative or not. Why effective HR is important? HR plays a key role in developing, reinforcing and changing the culture of an organization. Pay, performance management, training and development, recruitment and onboarding and reinforcing the values of the business are all essential elements of business culture covered by HR. Getting culture right isn't easy. 3) Why do people matter in HRM? Human resources or the people working in the organization are the most important resource. Human resource management is the process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. 4) What is the environment in business today which is relevant to HRM? The environment in which you operate influences every aspect of your business. As market conditions change, you tweak your strategies and tactics to accommodate fluctuating operating costs and sales. How and how quickly you react affects your competitive position and profitability. Economic, demographic, competitive and legislative factors in the business environment also affect your organization's staffing requirements. HR must consider each of them to ensure that it provides an adequate number of employees with the right skills. Economic Recession periods and economic downturns can lead to workforce reductions and reorganizing the company to adjust workloads, while a robust economy often means a tight labor market with a limited pool of candidates. Interest and tax rates that affect consumer buying and disposable income could trigger the need to hire or lay off employees. The economic environment in which your business functions influences the supply and demand of workers, and HR plans for recruitment, training and compensation must accommodate talent availability. Demographic Characteristics of the labor market age, education, ethnic mix and gender -- can affect HR's ability to provide the manpower you need. As the average age in the labor market shifts downward, HR programs must accommodate the values and expectations of a younger workforce through work-life balance, career development and fringe benefits. Wider diversity across the labor pool may lead to the introduction of training to build awareness and cohesive teams. Understanding available skill sets allows HR to recognize the need for partnerships with schools, internships and job-related training, and knowing the geographic areas where those skills can be found allows HR to tailor recruitment efforts. Legislative New laws can affect benefit programs, minimum wage and record-keeping that increase the cost of doing business. Safety regulations also add to HR's training obligations. The dollar impact of new legislation on your payroll can limit your ability to hire, enhance the benefits you offer employees and keep your compensation packages competitive. If you're forced to freeze salaries, delay contributions to employee savings plans or increase individual workloads, you might lose talented people. HR planning can present scenarios that give you options to stem turnover and avoid cuts. Competitive Changes in your business strategy made to address competitive moves can alter your staffing needs. For example, adding a wine cellar in your restaurant may necessitate adding a sommelier, and moving from a self-serve to a full-service gas station may call for a new mechanic and more attendants. You not only vie with other companies for customers; you also compete for the most talented employees. When new companies enter your market or your competition raises the bar, your HR department may need to respond in order to retain and attract candidates. 2. Find an HR story in the news which was posted today or a 3-day old story. Source: https://www.humanresourcestoday.com/2021/?open-article-id=15350412&articletitle=top-10-hr-trends-to-help-shape-your-2021-strategy&blog-domain=15five.com&blogtitle=15five Last year will go down as one of the most infamous years of our lifetime. But we know that where there are challenges, there is also tremendous growth. In typical 15 Five fashion, we set out to understand the biggest learnings from 2020 that will impact HR leaders in 2021 and help them prepare for what’s next. After gathering feedback from our network of leaders, academics, and experts, we uncovered a list of ten top HR trends we believe will be crucial for leaders to consider this year, and beyond. 1. Maintain flexible work Before, offices played a crucial role in company culture, and for many, productivity was partly measured by how often you were seated at your desk. Now, leaders have learned that employees can be productive even when they aren’t in the same room. And many prefer it that way. When remote work environments are no longer something we’re forced to deal with, don’t expect people to flock back to the office all at once. Offering flexible work environments to your employees will give them the freedom to choose a working style that works best for them. Granting much-deserved autonomy and trusting teams to work where they want and when they want will make way for added engagement and commitment to the company. 2. Enhance diversity, equity, and inclusion In 2020, we witnessed the violent killing of George Floyd and the nationwide outcry for real, systemic change. This movement jostled many company leaders out of their neutral state and centered the focus on the advancement of racial equity. In 2021, creating a diverse and equitable workforce where each person can bring their best self to work regardless of their age, gender, race, background, ability, or religion, isn’t just a nice-tohave. Employees are demanding it; 74% of employees expect their employer to become more actively involved in current cultural debates, and when lack of diversity becomes apparent among the leadership, distrust among employees often follows. 3. Revamp your performance management strategy In today’s workforce, there is little room for inefficiencies. One of the quickest ways you’ll be able to increase innovative thinking this year across your organization is to toss out archaic performance practices, like the annual review. Rather than spending your time figuring out what your teams did well before the pandemic and the switch to remote work, weed out the processes that aren’t working and introduce new practices that can help your organization pivot when crises strike. If that means creating a brand-new performance review strategy or introducing new HR tech, then so be it. 4. Help connect your employees’ work to the company’s mission Employees, more than ever, are gravitating towards mission-driven companies rather than chasing a higher salary. People are more intrinsically motivated to go above and beyond for companies that align deeply with their values and put their people first. This year, HR will play an instrumental role in helping employees connect their values to the company’s ultimate purpose. This includes training managers to have more meaningful conversations with employees, coordinating ways to give back to the community and certain causes, or breaking down traditional hierarchies that prevent people from feeling like they’re making an impact. 5. Build out an HR crisis plan If an unprecedented pandemic has taught us something, it’s to be prepared for anything. Although it may seem next to impossible to predict what awful thing could happen next, try taking a page out of your PR specialist’s playbook and consider devising an HR crisis plan for your organization. “Crisis adds to organizational complexity, straining design, culture and value proposition,” shares Gartner in a recent report. Whether it’s a pandemic, a natural catastrophe, or something else that proposes an imminent threat to your business, you can plan for the unexpected by creating a crisis response plan. Because at the end of the day, if employees don’t feel safe or supported at work, then they aren’t able to bring their best selves to work. 6. Protect your people from burnout Separating work and life is hard when they both happen in the same place. And when work hours start to bleed into evenings and weekends, employees will find themselves on a fast track to burnout. And burnout can be detrimental to a business. Seventy-eight percent of participants in an American Psychological Association survey said the pandemic was a significant source of stress. Not only is an overworked employee likely to make more mistakes, but they’re also more stressed, depressed, and can account for a large portion of employee turnover. This year, HR leaders must take a proactive approach to decrease burnout by training managers to identify the signs and embolden employees to step away from work and prioritize their mental health. 7. Lean on the data to make decisions Because most employee work is now done virtually instead of in person, it’s easier than ever to gather meaningful and accurate people data. By understanding more about your people, the way they work, and how they feel about their work, HR leaders can better identify the needs of their people and uncover the reason behind high attrition rates. People analytics can also be connected to your DEI strategy to help reduce unconscious bias, identify harmful patterns, and uncover gaps to make way for more inclusive and equitable practices. 8. Prioritize developing your talent While the skills-gap crisis isn’t new to HR leaders, it has intensified with the progression of COVID-19. And reskilling a workforce in a virtual space adds an additional layer of complexity. Learning and development programs aren’t just a valuable “perk” to offer employees for their personal growth, but an effective strategy for scaling your business in an ever-changing market. Plus, companies that prioritize growing the people within their workforce will attract and retain top talent when the time comes to hire again. 9. Create a seamless virtual onboarding experience As hiring freezes are lifted and organizations begin growing their teams again, it’s time to focus on effective ways to integrate new hires into the company culture. But this time, welcoming them to the team won’t be as easy as gathering for lunch. Creating a seamless virtual onboarding experience is paramount to every employee’s short- and long-term success with your company. 10. Focus on total rewards In 2020, many people felt lucky just to hold onto their jobs, and employers exhausted every option to avoid layoffs if they could. Now, as roles begin opening up and the economy continues to heal from the traumas of last year, job hunters are searching for their next role and looking to find a company that supports their lifestyle. But not necessarily in the form of a check. HR leaders will find that more people are interested in the total rewards package, including learning and development opportunities, health benefits, wellness programs, work flexibility, and recognition. Although 2020 brought with it many challenges, it also created space for a new and improved way of work. Use these top HR trends as you build out your 2021 plan and continue preparing for what’s to come as vaccines become more readily available and the global workforce begins shifting again.
