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What will be the future of HRM in another Fifty years?

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  So far, throughout previous blog articles, we have been discussing the HRM concepts, its Functions and many important aspects of it that support achieving success of an organization. From the history to the present, the HRM has evolved and its aspects have been diversified with modern technology the digitalization. The whole world is now evolving, and we discussed the present nature of HRM and how it behaves, through previous articles. Ever wonder what the HRM will be in another fifty years? Let us see how it will be. What can we expect in HRM in another fifty years? AI & Automation-Driven HR AI will handle most of the repititive basic HRM functions such as payroll, performance tracking and compliance. Chatbots and virtual assistants will do a superb job in dealing with the matters of the employees. Also,selection and recruitment will be done with the support of AI in future. Hyper-Personalized Employee Experience AI-driven learning platforms will play a vital role in develop...
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Psychological Impact of Workplace Dissatisfaction on the employees, and the Negative Outcomes of it.

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  Human Resources are living resources. Unlike any other resources, the living resources expect a fair return for the work they are providing to the organization. But most of the organizations do not think of the psychological effect that occurs to the employees who are dissatisfied.  When finally employees are leaving the jobs, the HR department looks for any other suitable applicants and they fulfill their requirement. But most of them never think of what will happen to the employee who is left. Let us see how a bad working environment affects the employees psychologically. Increasing Stress and Anxiety Due to this, a bad effect on mental and physical health occurs. Employees may feel worried about job security, job satisfaction, and would create conflicts with the management. The Mental Exhaustion Job dissatisfaction can lead emotional exhaustion, cynisism, and reduction of performance of the employees. Finally, it will demotivate employees and 'working' becomes a mental bu...
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The impact of Digitalization and Artificial Intelligence on modern HRM

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In the modern world, Digitalization is playing a vital role in supporting the functions of humans. Without being aligned with digitalization, nowadays it is not practical for any organization to survive, as most of the procedures of any organization are now behaving with digitalization. A recent outcome of digitalization, that is, the 'Artificial Intelligence' is now playing an unbelievable role in the whole world. It is now clearly seen that the rapid evolution of digitalization and artificial intelligence has brought a transformation to human resources management. These advancements are improving the HRM functions, increasing efficiency, and saveing time consumed in the HRM matters. Let us see what are those key impacts. Automation of HR Processes The software that are mainly powered with AI automates major HR tasks such as attendance recording, payroll processing, overtime payment analysing, etc. Also, this reduces the paper-work and saves cost and time. In addition AI-power...
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The Talent Management and its importance to the organization

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  What is "Talent" under HRM concepts? The "Talent" refers to a collection of  abilities, skills, knowledge, experience, and potential  of the employees that majorly contributes to the success of the entire organization. In addition to the above basic components, the problem-solving skill and strategical decision-making ability, creativity, leadership skills, and personal relationship skills of the employees are also included in the "talent" Therefore, in the modern HRM aspects, Talent Management has become one of the most important subcomponents as, the multi-talented employees can drive the organization towards its success better than the old-school employees who are highly concerned with their assigned job roles only. So what is Talent Management? The AIHR (Academy to innovate HR) has defined the Talent Management concept. So let us focus on what they have showed:  "Talent management encompasses all HR processes and strategies to attract, develop, ...
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Dissatisfied Employees and Their impact on the Organization

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  What if an employee of an organization is going back home after work with an angry face and a dissatisfied mind about his work? How will it affect the employee as well as the organization? Before discussing about important topic, you may watch the below video. “ Employees of a company need to be bound together with love and respect, and not by dissatisfaction and helplessness. ” —  Pooja Agnihotri quotefancy, online: https://quotefancy.com/quote/3711569/Pooja-Agnihotri-Employees-of-a-company-need-to-be-bound-together-with-love-and-respect What is Employee Dissatisfaction and how does it affects the organization? Employee Dissatisfaction is an outcome of an employee when he or she starts feeling unhappy, discontent, demotivated, and negative thoughts regarding their job environment, job role, and on entire organization in which he or she is working. It occurs when employees' needs, job-related requirements, and expectations are not met by the organization. Finally, it le...
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The History and the Evolution of Human Resources Management

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  It is very interesting to observe the History of the HRM and how it has been subjected to Evolution. Although now the Human Resources Management concept is well respected and treated while considering it as the most important resource in any organization, the scenario in history is different than the present. Let us see how it had been driven through the past up to now. 19th Industry - Pre Industrial Era That time, the business organizations were very small family business organizations that were mainly built up in the agricultural sector. The essential labor was mainly supplied by own family members and through their personal relationships, and hence, there had not been such a big requirement to consider on the well-being of human resources, and the business owners were not highly considering human resources as a separate entity.  Therefore, HR practices are not seen much in that period. The period of year 1750 to 1900 - The Industrial Revolution   During this era ther...
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