On Point HR (E217414)

Why Employees Resist Change? Everything will change in this age since change is a constant, even in organisations. Adjustments are used to keep the organisation dynamic while also enhancing employee performance and organisational advancement, adapting to the surroundings, and altering workplace behaviour patterns. Change is a process that modifies the course of history or development and may have an impact on an organization's structure or operations.   Not every proposed change, however, will be successful and welcomed by every employee. Organisational transformation programmes are often blamed for the 70 per cent failure rate, which begs the issue of whence this very particular number came from and what evidence there is to support it. Organisational change has a high failure rate for a number of reasons. One major factor in the failure of change programmes is resistance from middle management and workers, particularly those who are engaged in implementation. What is Resistance ...

How HR Analytics Important to the Organisation? As scholars and practitioners seek to comprehend how data may be converted into useful knowledge resulting in enhanced organisational performance, there has been a growing focus on the idea and use of data and analytics in management. What is HR Analytics HR Analytics is " an  HR practice enabled by information technology that uses descriptive, visual, and statistical analyses of data related to HR processes, human capital, organizational performance, and external economic benchmarks to establish business impact and enable data-driven decision-making ” (Marler and Boudreau 2017, p.15) Comparing more recent legacy IT systems to the human resource information systems (HRISs), cloud platforms, and apps that are now widely available, HR departments can now gather, handle, and evaluate vast amounts of employee data (Kim et al., 2021). HR departments are now using HR analytics more often as a result of this change. The HR analytics team at...

5 Contemporary Issues in HRM Today Key Points Covered The Gig Economy Compliance with Laws and Regulations Innovations and Automation Change Management Talent Retention The way the human resources department functions now is very different from how it did only ten years ago. Human resource managers now have to be agile collaborators in the strategic growth of companies due to the changing nature of the labour market, legal requirements, and compliance concerns. In order to make the greatest use of this important resource, business leaders must be aware of the modern challenges faced by human resources managers. #1 The Gig Economy   Many skilled individuals have made the decision to work as independent contractors in their field rather than remain in regular employment. Due to lower expenses associated with contract employment, this allows companies to maintain the necessary level of lifestyle flexibility and serves as a powerful marketing point for prospective customers. Human ...

 HRM in Gig Economy What is Gig Economy? A gig is a work that is completed for a certain amount of time. A gig economy is a free-market environment where contract jobs are typical. This covers jobs such as independent contractors, project-based workers, temporary employees, freelancers, and part-timers. We refer to them as "gig workers." They are people who formally engage into agreements with businesses to perform services without being employed by them, and they may be found in any sector. Due to digitization, there are fewer geographical restrictions and a growing global workforce, allowing companies to choose the most qualified candidates for each position. Additionally, this saves money for the company on things like office space, perks, and training, as well as on offering advantages to employees like a better work-life balance and the ability to choose the projects or gigs they are interested in. Although the freedom offered by gig workers is attractive, in exchange th...

Sustainable Human Resource Management:  A Practice-Based Framework   Driven by a dual sense of social responsibility and economic reasoning, the Sustainable HRM approach aims to attain and leverage a competitive edge by utilising economically and socially advantageous hire-develop-retain-retire strategies over an extended period. This can potentially enhance workers' employability, wellness, and working ailments (Ehnert, 2009). In response to the increasing global needs and difficulties associated with sustainable development, such as climate change, overpopulation, environmental concerns, and social injustices, an increasing number of corporations are pledging to incorporate sustainability into their operations. Companies and their management structures also need to pay attention to these. Business sustainability is defined as "the practice of managing an organization's resources in a way that minimises negative impacts on the environment, society, and the bottom line...