The contexts in which human resources are managed in
today's organizations are constantly, changing.
No longer do firms utilize one set of manufacturing
processes, employ a homogeneous group of loyal
employees for long periods of time or develop one set way
of structuring how work is done and
supervisory responsibility is assigned. Continuous changes
in who organizations employ and what these
employees do require HR practices and systems that are well
conceived and effectively implemented to
ensure high performance and continued success.
1. Automated technologies nowadays require more technically
trained employees possessing multifarious
skills to repair, adjust or improve existing processes. The
firms can't expect these employees (Gen X
employees, possessing superior technical knowledge and
skills, whose attitudes and perceptions toward
work are significantly different from those of their
predecessor organizations: like greater self control,
less interest in job security; no expectations of long term
employment; greater participation urge in work
activities, demanding opportunities for personal growth and
creativity) to stay on without attractive
compensation packages and novel reward schemes.
2. Technology driven companies are led by project teams,
possessing diverse skills, experience and
expertise. Flexible and dynamic organizational structures
are needed to take care of the expectations of
managers, technicians and analysts who combine their
skills, expertise and experience to meet changing
customer needs and competitive pressures.
3. Cost cutting efforts have led to the decimation of
unwanted layers in organizational hierarchy in recent
times. This, in turn, has brought in the problem of
managing plateau employees whose careers seem to
have been hit by the delivering process. Organizations are,
therefore, made to find alternative career paths
for such employees.
Examination Paper Semester I: Human Resource Management
IIBM Institute of Business Management
4. Both young and old workers, these days, have values and
attitudes that stress less loyalty to the
company and more loyalty to oneself and one's career than
those shown by employees in the past,
Organizations, therefore, have to devise appropriate HR
policies and strategies so as to prevent the flight
of talented employees
Question
1. Discuss that technological breakthrough has brought a
radical changes in HRM
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Answer / syed danish ahsan
One technological breakthrough, the use of online social networking as part of an employee profile and review process of a potential applicant for a position, has transformed how employer perception has evolved. Since items that are posted on the web are issues of what amounts to be public record, it is something that has altered how potential applicants for positions are viewed. For example, provocative pictures, images of questionable judgment, as well as the images that individuals choose to project are ones that can alter how prospective employees are seen. I think that this has transformed both the applicant process and how individuals are seen. This is an element of technology that has fostered both more vigilance in individual behavior as well as their perception on the part of employers. In this forum, technology has greatly changed individual perception and the reality that accompanies it.
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