Dear HR Professionals, What are the Latest Trends in the HR that normally helps Organisation to grow and also attract New resources. What are the New Practices that normally should be followed in the Generalist role starting from Recruitment, Performance appraisal, Exit Interview etc and entire HR Functions. Since I have been researching a lot but unable to get proper solution I request to please share your views, and also request to share some amended policies and procedures as per new trends.
I am researching and wanted to grow my own skills in to my HR role and request to please help.
From India, Pune
7I am researching and wanted to grow my own skills in to my HR role and request to please help.
From India, Pune
One of the trends which I feel will become more and more important:
Technology will become indispensable in HR procedures
Nowadays even for one vacancy several hundred applications land up.Screening them properly is a big task.
Out of this big bundle, selecting the right candidates for further interviews etc is vital'
AI chat bots can help out in this process.
HR has to become technologically savvy and use it to reduce response time.
From India, Pune
Technology will become indispensable in HR procedures
Nowadays even for one vacancy several hundred applications land up.Screening them properly is a big task.
Out of this big bundle, selecting the right candidates for further interviews etc is vital'
AI chat bots can help out in this process.
HR has to become technologically savvy and use it to reduce response time.
From India, Pune
Very few people can answer this and its not that much of easy to answer in few words or sentences as you are asking to put entire HR on one or two pages :-)
You have to divide your employees as 3 parts:
1.Workmen(70% of manower)- Attrition rate is generally low, Can be satisfied with minimum wages and implementation of leaves as per labour laws, transportation facility, canteen, health, safety and welfare etc.,
2.Clerical Staff(20% of manpower)- These positions can be filled up locally and people will stay for long-term basis. Salaries can be fixed above the minimum wages and ranges from 15000/- to 30000/-PM. easy to retain with
3. Managers(10% of manpower)- These are key/cream for any organisation and having huge expectations on career growth and development. Attrition is high and difficult to retain. It may be mix of local and non locals. You need to plan your training calendar, PMP, salary breakup to increase the take home and reduce the tax burdens etc. flexible working hours/work from home to maintain work life balancing etc.,
You should balance the expectations of all the above three while framing the HR policies and procedures and systems like training & development, performance management, employee engagement, organisational values and culture.
Your internal employees are your brand ambassadors to attract the talent. Attraction starts from recruitment i.e., candidates who come for the interview will observe how you treat him, For Example: I have attended an interview where I impressed a lot with interviewer way of talking, his knowledge and experience which challenged me in several ways. Its one of my memorable interview out of 30-40 interviews which I have attempted in my career.
Some examples:
The training and development policy on latest technologies, right person in right place, pay for the performance, work life balance, health&accidental insurance coverage, foreign trips to stress release on target achievement, marriage gifts, gifts for newly born children, paternal leaves,celebrating festivals, conducting sports, effective employee recognition programs etc., Our policies should address their sad and happy situations.
From India, Warangal
You have to divide your employees as 3 parts:
1.Workmen(70% of manower)- Attrition rate is generally low, Can be satisfied with minimum wages and implementation of leaves as per labour laws, transportation facility, canteen, health, safety and welfare etc.,
2.Clerical Staff(20% of manpower)- These positions can be filled up locally and people will stay for long-term basis. Salaries can be fixed above the minimum wages and ranges from 15000/- to 30000/-PM. easy to retain with
3. Managers(10% of manpower)- These are key/cream for any organisation and having huge expectations on career growth and development. Attrition is high and difficult to retain. It may be mix of local and non locals. You need to plan your training calendar, PMP, salary breakup to increase the take home and reduce the tax burdens etc. flexible working hours/work from home to maintain work life balancing etc.,
You should balance the expectations of all the above three while framing the HR policies and procedures and systems like training & development, performance management, employee engagement, organisational values and culture.
Your internal employees are your brand ambassadors to attract the talent. Attraction starts from recruitment i.e., candidates who come for the interview will observe how you treat him, For Example: I have attended an interview where I impressed a lot with interviewer way of talking, his knowledge and experience which challenged me in several ways. Its one of my memorable interview out of 30-40 interviews which I have attempted in my career.
Some examples:
The training and development policy on latest technologies, right person in right place, pay for the performance, work life balance, health&accidental insurance coverage, foreign trips to stress release on target achievement, marriage gifts, gifts for newly born children, paternal leaves,celebrating festivals, conducting sports, effective employee recognition programs etc., Our policies should address their sad and happy situations.
From India, Warangal
HR should be involved in all important decisions of the Company so that the HR manager knows the importance of such decisions and contribute maximum efforts in providing helping hand to all other departments in Recruitment, Welfare activities etc., Otherwise HR managers will be immersed in their own routing problems/work and may not be able contribute to the main stream functions of the Company.
From India, Bangalore
From India, Bangalore
Thank you all for your valuable suggestions, I really appreciate your valued feedback
From India, Pune
From India, Pune
Hi All, I am a freelancer and looking for shared logins of Naukri. Please let me know if any one of you has one to spare.
From India, Noida
From India, Noida
The ushering in of technology and development of all subjects coupled with the ease with which we have access to information, has made the current situation a problem of plenty.
You have to be careful to choose what you want.
Growth of an organization is nowadays being talked about along with HR. It is something HR can be proud of to get associated at the apex management level.
Attracting the best talent depends upon your organization's capacity to pay and hold on to them.
V.Raghunathan
Chennai
From India
You have to be careful to choose what you want.
Growth of an organization is nowadays being talked about along with HR. It is something HR can be proud of to get associated at the apex management level.
Attracting the best talent depends upon your organization's capacity to pay and hold on to them.
V.Raghunathan
Chennai
From India
at first place, HR 's Job is thankless wherein their entire day will be filled up with Brickbats. In order to motivate, They should also be rewarded based on their performance. an employee gets charged up when his/her work in recognised in the organisation. Since HR is always considered as intermediate between employer and employee management should have trust in their actions without which it will be difficult for any organization to scale up along with growth.
From India, Bengaluru
From India, Bengaluru
HR trends in the case of emerging technologies :
1.Hr analytics - for performance measurement ,sentiment analysis ,cost benefit ratios ,recruitment .
2.Artificial intelligence -- Useful in recruitment for profiling and selecting the best candidates among the pool .
3.Big data - With IOT and all ,huge amounts of data will be generated day in and out which will be helpful in understanding the employees motivations for work ,sentiment analysis etc.
4.Blockchain technology : In sharing various leagal documents with employees ,transparency & security.
5.Training : Augmented & Virtual reality will change the whole training from how we view & perceive.
The Major Challenge to HR :
1.Getting the Highly skilled & motivated workers in the advanced technologies & retaining such talent .
2.with sluggish economy and companies going for lean setting & cost cutting ,keeping the employees motivated and emotionally strong will be the next biggest challenge to any HR.
From India, Mumbai
1.Hr analytics - for performance measurement ,sentiment analysis ,cost benefit ratios ,recruitment .
2.Artificial intelligence -- Useful in recruitment for profiling and selecting the best candidates among the pool .
3.Big data - With IOT and all ,huge amounts of data will be generated day in and out which will be helpful in understanding the employees motivations for work ,sentiment analysis etc.
4.Blockchain technology : In sharing various leagal documents with employees ,transparency & security.
5.Training : Augmented & Virtual reality will change the whole training from how we view & perceive.
The Major Challenge to HR :
1.Getting the Highly skilled & motivated workers in the advanced technologies & retaining such talent .
2.with sluggish economy and companies going for lean setting & cost cutting ,keeping the employees motivated and emotionally strong will be the next biggest challenge to any HR.
From India, Mumbai
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HR Trends - Global HR practices.doc
Trends in HR.ppt
Emerging HR Trends.pdf