Emerging Trends in

Human Resource
Management
Project by : Anuja Mandvekar A005
Rutu Potdar A035
Rashika Bhagat A036
Vama Shah A047
Yash Sapre A050
 INTRODUCTION
• HRM, is a function of management concerned with hiring, motivating and
maintaining people in an organisation.
• It consists of various HR processes-
Human Resource Planning
Employee remuneration and Benefits Administration
Performance Management
Employee Relations
 FACTORS AFFECTING HRM
• Globalisation and its implications
• Economic Challenges
• Technological Innovatio
• Work-force Diversity
 EMERGING TRENDS IN
MANUFACTURING INDUSTRY

• Hiring through Artificial Intelligence

• Rise of Robotics and Automation
• Focus on Employee Experience and Employee Value
Proposition
• Emergence of Big Data and Analytics
 Emerging trends in HR at
Persistent
• Contingent Workforce Management
• Artificial Intelligence and Machine Learning in HR
• Workforce Diversity
• Development as a Service
 Emerging trends in HR at Persistent

• Employee based CSR initiatives

• Line Manager is the HR Manager
• Learning Management and Re-skilling
 Artificial Intelligence at Persistent
• AI is used in Recruitment to :
 Short list candidates based on your requirements and past choices
Video Interviews
Automating the admin tasks in recruitment
• AI is used to design chat bots that provide data in the required
format from millions of data point.
Artificial Intelligence in
Human Resource
Management
 What is AI?
• Artificial intelligence (AI) is the simulation of human
intelligence processes by machines.
• AI is any technique that allows machines to mimic
humans.
• Development of computer systems able to perform tasks
that normally require human intelligence.
 Application of AI in HRM

• Increased investment in smarter HR technologies has led to some interesting

innovations in the AI ‒ HR space. AI is transforming crucial areas of HR.
AI in Recruitment
AI in Training and Development
AI in Performance Analysis
AI in Employee Experience
AI in Decision Making
 AI in Recruitment
• AI helps to streamline or automate some part of recruiting workflow,
especially repetitive, high volume tasks. It is the application of AI such
as problem-solving and learning to recruitment function. AI is
transforming the following phases of recruitment:
• Candidate Sourcing
• Candidate Screening
• Onboarding
 AI in Training and Development
• AI can successfully plan, organise, co-ordinate training programs for all staff
members. It also determines the best timeframe for new courses and
schedules lessons so as to fit the preferences of all employees individually.
Some of the key impact areas of AI in Training and Development:
• Customized Learning
• Virtual Mentoring
• Advanced Analytics
 AI in Performance Analysis
• AI serve to improve productivity and also to detect team members who
show lack of engagement continuously. AI has been a catalyst for how
businesses interact with their employees. Key uses cases include:
• Consistent Real Time Assessment
• Data Analytics
• Intelligent surveys
 AI in Decision Making
• AI helps HR teams extract insights from data and deliver
recommendations in real time.
• AI helps to remove many of the common human biases that might
affect decision making.
• Decisions powered by AI have the potential to be faster at scale
and more data-informed, as well as more consistent, and unbiased.
Trends of Human Resource
Management
 Corporate Downsizing
"Downsizing" is a term for reducing the size of the employment force to reduce costs. If
implemented and managed correctly, employers can be successful in shrinking the size of the
employment force while also reducing costs. However, HR has a crucial role in ensuring that
the remaining workforce maintains its level of productivity and morale.
Important point that should be kept in mind:
 Communicate the new world order
 Keep communication continuous and comprehensive
 Analyse employee responses
 Reallocating Job Responsibilities
 Changing Skill Requirement
Recruiting and developing skilled labour is important for any company
concerned about competitiveness, productivity, quality and managing a diverse
work force effectively. Leads to a significant loss to the company. Hampers the
productivity of the company. Leads to increase In employee accidents and
customer complaints
 Mass customization
There is a lot going on already within HR concerning mass customization, the
optimal combination of mass production with customization. Here, HR has
done a great job of applying HR principles to its own traditional functional
processes. HR will need to take the tools of marketing around customization
for consumers and clients and applying them to the task of talent
segmentation.
• Mass customizing the HR policies
• Structuring HR to promote Mass Customization
 Decentralized Work Sites
• Work sites are getting more and more decentralized. Telecommuting
capabilities that exist today have made it possible for the employees to be
located anywhere on the globe. Telecommuting also offers an opportunity
for a business tin a high cost area to have its work done in an area where
lower wages prevail. Decentralized work sites also offer opportunities that
may meet the needs of the diversified workforce. Work at home may also
require HRM to rethink its compensation policy.
 The Importance of High-Quality Software
While tech and software advancements are an essential part of any business
process, human resources is an area that benefits quickly and consistently.
There’s a huge amount of data involved in talent management and
recruitment. Half the job is sifting through resumes, KPIs, payslips, training
schedules, employee statements, and more. So, the power to hand over
responsibility for finding, processing, and presenting this information is a
valuable asset. Whether it happens via robotics, wearable tech, or knowledge-
hungry machines, the point is that it saves time and resources. However, it
must be grounded in robust, reliable software solutions
 Virtual and Augmented
Reality
• A digital HR management platform
allows businesses to abandon the
traditional performance review cycle.
There is no longer a need to schedule
time-consuming meetings and limit
performance evaluation to a monthly
or yearly basis. With HRM software,
employees can receive consistent
feedback in real time.
LIMITATIONS OF EMERGING
TRENDS IN HRM
 CORPORATE DOWNSIZING

• FINANCIAL COSTS
• DECREASED MORALE
• DROP IN CREATIVITY AND
PRODUCTIVITY
• HIGH POTENTIAL OF LEGAL
ISSUES
 WORKFORCE DIVERSITY
• ETHNIC AND CULTURAL
DIFFERENCES MAY LEAD TO
RIFTS
• INSTANCES OF GENDER
INEQUALITY
• PHYSICAL AND MENTAL
DISABILITIES ARE NOT TAKEN
CARE OF
• GENERATION GAP
• LANGUAGE BARRIER
 MASS CUSTOMIZATION
• FOR EMPLOYERS, THE
CREATIVE THINKING
ENGENDERED BY MASS
CUSTOMIZATION APPROACH
MAY FACILITATE A MORE
“OPEN” CULTURE IN HR
LEADING TO INNOVATIVE WAYS
OF MANAGING THE
WORKFORCE. FLEXIBILITY,
HOWEVER, COMES WITH A COST.
 CONTINGENT WORKFROCE

• IT IS VERY DIFFICULT TO FIND A

CONTINGENT WORKFORCE
WHICH CAN NOT ONLY PERFORM
THE REQUIRED JOB BUT ALSO
ADAPT TO THE CORPORATE
CULTURE FAST.
• RISK OF FACING LEGAL AND
COMPLIANCE ISSUES
 DECENTRALIZED WORKSITES

• PREVELANT PRODUCTIVITY
METHODOLOGIES WORK BETTER
IN PERSON
• IT MAY BECOME DIFFICULT TO
OVERCOME ETHNIC, LANGUAGE
AND CULTURAL DIFFERENCES.
• IT MAY HINDER WILLINGNESS TO
TRY NEW PROCESSES
 ARTIFICIAL INTELLIGENCE

• HIGH COSTS RELATED TO

TECHNOLOGY – UPDATING
SOFTWARES AND HARDWARES,
REPAIRING, MAINTENANCE,ETC.
• ARTIFICIAL INTELLIGENCE
LACKS HUMAN JUDGEMENT
AND CREATIVITY. IT CANNOT
WORK OUTSIDE ITS ALGORITHM
AND PROGRAMMING.
THANK YOU