Dear HR Professionals,
What are the latest trends in HR that normally help organizations to grow and also attract new resources? What are the new practices that should be followed in the generalist role, starting from recruitment, performance appraisal, exit interviews, etc., and the entire HR functions? I have been researching a lot but have been unable to find a proper solution. I request you to please share your views and also request to share some amended policies and procedures as per new trends.
I am researching and wanting to grow my skills in my HR role. I request you to please help.
Thank you.
From India, Pune
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7What are the latest trends in HR that normally help organizations to grow and also attract new resources? What are the new practices that should be followed in the generalist role, starting from recruitment, performance appraisal, exit interviews, etc., and the entire HR functions? I have been researching a lot but have been unable to find a proper solution. I request you to please share your views and also request to share some amended policies and procedures as per new trends.
I am researching and wanting to grow my skills in my HR role. I request you to please help.
Thank you.
From India, Pune
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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 chatbots can help out in this process. HR has to become technologically savvy and use it to reduce response time.
From India, Pune
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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 chatbots can help out in this process. HR has to become technologically savvy and use it to reduce response time.
From India, Pune
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Very few people can answer this, and it's not that easy to answer in a few words or sentences as you are asking to put the entire HR on one or two pages :-)
You have to divide your employees into 3 parts:
1. Workmen (70% of manpower) - Attrition rate is generally low. They can be satisfied with minimum wages and the implementation of leaves as per labor 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 on a long-term basis. Salaries can be fixed above the minimum wages and range from 15000/- to 30000/- PM; easy to retain with.
3. Managers (10% of manpower) - These are key/cream for any organization and have huge expectations on career growth and development. Attrition is high and difficult to retain. It may be a 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 balance, etc.
You should balance the expectations of all the above three while framing the HR policies, procedures, and systems like training & development, performance management, employee engagement, organizational values, and culture.
Your internal employees are your brand ambassadors to attract talent. Attraction starts from recruitment; candidates who come for the interview will observe how you treat them. For example, I have attended an interview where I was impressed a lot with the interviewer's way of talking, his knowledge, and experience which challenged me in several ways. It's one of my memorable interviews out of 30-40 interviews which I have attempted in my career.
Some examples:
- The training and development policy on the latest technologies
- Right person in the right place
- Pay for performance
- Work-life balance
- Health and accidental insurance coverage
- Foreign trips for 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
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You have to divide your employees into 3 parts:
1. Workmen (70% of manpower) - Attrition rate is generally low. They can be satisfied with minimum wages and the implementation of leaves as per labor 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 on a long-term basis. Salaries can be fixed above the minimum wages and range from 15000/- to 30000/- PM; easy to retain with.
3. Managers (10% of manpower) - These are key/cream for any organization and have huge expectations on career growth and development. Attrition is high and difficult to retain. It may be a 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 balance, etc.
You should balance the expectations of all the above three while framing the HR policies, procedures, and systems like training & development, performance management, employee engagement, organizational values, and culture.
Your internal employees are your brand ambassadors to attract talent. Attraction starts from recruitment; candidates who come for the interview will observe how you treat them. For example, I have attended an interview where I was impressed a lot with the interviewer's way of talking, his knowledge, and experience which challenged me in several ways. It's one of my memorable interviews out of 30-40 interviews which I have attempted in my career.
Some examples:
- The training and development policy on the latest technologies
- Right person in the right place
- Pay for performance
- Work-life balance
- Health and accidental insurance coverage
- Foreign trips for 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
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HR should be involved in all important decisions of the company so that the HR manager knows the importance of such decisions and can contribute maximum efforts in providing a helping hand to all other departments in recruitment, welfare activities, etc. Otherwise, HR managers will be immersed in their own routine problems/work and may not be able to contribute to the mainstream functions of the company.
From India, Bangalore
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From India, Bangalore
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Thank you all for your valuable suggestions, I really appreciate your valued feedback
From India, Pune
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From India, Pune
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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
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From India, Noida
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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
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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
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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 is recognized in the organization. Since HR is always considered as an intermediary 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
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From India, Bengaluru
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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 legal 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 a sluggish economy and companies going for lean settings & 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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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 legal 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 a sluggish economy and companies going for lean settings & 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 Manual (Employee Hand Book).doc
Trends in HR.ppt