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Changing Trends in HRM Global Perspective

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In the health sector technological changes are taking place at an alarming rate suggesting that competitiveness of health sector organisations to succeed will depend on their ability to implement these changes constantly to be competitive. Which means that HRM professional such be able to provide HR services to meet the changing needs of the institutions in a variety of ways such as Recruitment and Selection, learning and development. Additionally, they are also faced with new problems such as IT security from hacking, Phishing, Identity thefts, and white collar crimes. Furthermore, challenges of how to support the employees who bring their own personal mobile devices to work. All these changes have affect the Workers, Work Place and Workforce according to a research conducted by CIPD (Megatrends, 2013). Learning and development needs have also changed in the global firm in that today learning programs are executed using online connectivity, mobile technology and they are even...
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Impact of organizational culture in contemporary context

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Introduction  Scholars are of the view despite the importance of culture in organisation context that little research is available in the health sector even in the UK. Seconds any effort to influence or implement cultural concepts in health sector organisations has not been successful in the UK. Excellence in organisational culture can be beneficial to the company in numerous ways and assist to enhance organisational performance (Heathfield, 2016: CIPD, 2016) Organisational Culture can be reviewed from three perspective they are: - Basic Assumptions: These are taken for granted the world-wide views, how one understands and intervenes in the process- this is ontology and epistemology. Example medical research is traditional predicted using rational scientific methods as the foundation for creating and accumulating knowledge (in other words controlled and quantitative rather than qualitative methods) Therefore the results are measurable, transferability of knowledge whi...
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Changing Trends: Performance Management in the global Context Performance Management is a Strategic Human Resource Management process Importance of performance management (PM) cannot be underscore, HRM professional and industry leaders consider as a vital part of SHRM. It contributes to enhance of high performance, motivation, job satisfaction and retention of people. Nevertheless, it comes with many challenges and problems to the practicing manager and the organization. Traditional PMS should be Ejected Today many HRM professional even consider ejection of traditional PM to new flexible schemes as the old rigid performance management systems don’t achieve the expected results. Companies such as Google, Accenture and Microsoft have change their performance management schemes to more flexible regular appraisal systems to achieve organizational objectives and motivate employees. () Among the improvements suggested are for a system of continuous appraisals not just one a ...
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Talent Management in the Global Context

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Changing Technology and Increase in demand for Talent With ever changing advancements in technology and digitization of businesses. CEO are constantly looking for talent in the Techno industry. Changes are swift redundancy of technology and skills is the order of the day. Using contingent workforce is becoming the norm in the Information Technology industry, healthcare and other industries driven by automation and technology (PwC, 2017: Bondarouk  &  Habraken, 2017). Retention Management & Talent Sourcing Managing existing employees, retention of talent and sourcing talent has become the need of the hour for CEO’s in tech industry suggest PwC Survey (2017). Great companies practicing Strategic Human Resource Management (SHRM) invest heavily in Talent development, sourcing, recruitment and selection, appraisals, individual incentives based on performance, Work Life Balance, High Performance Work Practices. Multiple Sources of Talent Acquisition Global...
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Emphasis Employee Employer Relationship in the Health Sector

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(Stock Pictures 2017) Introduction The employer and employee relationships defined Employee relationship can be replacing industrial  relations  as the term for defining the relationship between employers and employees. ...’A positive climate of employee relations - with high levels of employee involvement, commitment and engagement - can improve business outcomes as well as contribute to employees' well-being’. (CIPD, 2017) Employer employee relationship is based on many factors, the legal contract itself a written document the employee is often forced to sign it, if she needs the Job, and such factors as the psychological contract or the unwritten contract based on verbal statements, culture and relationships between the supervisor and subordinate. Collective agreements and TU influences with the employer and employee. Within the Sri Lankan context in public sector health the Doctors Union plays a pivotal role in Sri Lank...
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Learning and Development New Trends in the global Context

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Learning and Development Organisation Needs Based Learning and development is organizational needs based however its importance has reached strategic levels in global firms. CIPD (2015) in its survey suggested that learning and development strategy is extremely linked to business needs in the modern company.  On the other hand, learning and development has also been influenced by advancements in technology largely Online learning and development programs are in the increase internet or intranet based. Learning is delivered through remote locations via mobile handheld devices too. Other Changes in Learning and Development As a SHRM function other developments in L & D are Competency Based Training are increasing in importance as competencies give a company reference language to employer hence recruitment and selection processes are simplified and levels of accuracy is higher. Extensive L&D for employees, managers and talent pools to enhance core competencies and a...
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Practice of Strategic Human Resources Management in Contemporary Organisations

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What is Strategic Human Resources Management? CIPD (2017) suggest strategic human resource management (SHRM) supports long-term business goals and outcomes with a strategic framework. It focuses on long-term resourcing issues within the organisation's goals and the dynamic nature of work, and shares other HR strategies, on reward or performance, determining how they are integrated into the overall business strategy. SHRM as an integrated processes. SHRM processes are integrated to other functions within the firm, takes a long-term approach while playing  partnership role in setting business goals and objectives together as part of senior management team, specialist roles and service provider roles. Adopted from Stock pictures 2017.  SHRM and Business Objectives  Many of HRM roles or functions is viewed from a business perspective, operational aspects are delegated to front line managers who act and play the role of HRM in their departments. Howeve...
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