Assignment No.

SUBMITTED BY: Muhammad Awais

ROLL Number: 13669

CLASS: BBA-2 Years 2nd Semester (MOR)

SUBJECT: Human Resource Management (HRM)

SUBMITTED TO: Mam Sidra Swati

DEPARTMENT: Management Sciences

Latest Trends of HRM

Human Resource Management is one of the crucial areas of overall business

management. In fact, it can be called as the backbone of an organization because it provides

the human capital without which it’s impossible to conduct business. Changes in technology

combined with a shift in industries dynamics and attitudes of people have transformed the role

of HR. Here, we have compiled key trends that are shaping the way HRM is evolving:

1. AI-Assisted Recruitment:

Finding the right candidate for a job role has always been important, but recruiters and

HR managers are facing new challenges in 2020. With so many avenues for job seekers to find

opportunities, combined with the reduction of resources at the disposal of hiring managers,

there is more pressure than ever to make the correct hire right away. Using AI-assisted

recruitment techniques, one of the top HR trends of 2020, is helping recruiters focus on only

qualified job candidates who have a greater probability of being successful in their roles.

2. Social Media:

Employers are searching for new candidates on social networking websites. Yes,

LinkedIn plays a key role but employers also run a basic background check of potential

candidates on social networking websites like Facebook and Twitter to see how they express

themselves. This may seem like ‘Big Brother’ watching, but from a HR perspective it offers an

insight into the mind of people whom they are looking to hire. It may soon become a norm for

employers to ask applicants to share details of their social media accounts.

 3. Career Development:

Gone are the days when organizations could take employee loyalty for granted?

Attitudes have changed as people have become more career centric. They want jobs that not

only compensate them, but also help them grow professionally. HRM must either chalk out

career development paths for their employees or bear the brunt of losing them. The

developments in learning technology are further making it possible for HR Managers to dissolve

the traditional “training” programs and make learning and talent development an inherent part

of the work culture. 

4. Work-Life Balance:

The rise of technology has made it possible for employees to maintain better work-life

balance. Learning programs that can be conducted online, webinars and virtual conferences as

well as the possibility to work from remote locations are all making it possible for people to

balance their personal and professional lives according to their preferences. It is however, upon

HR Managers to use their acumen and design work roles in such a way that employees perform

to their best without feeling over-burdened.

Skilling your employees in the manner that is most relevant to their job also has a huge bearing

on their involvement and productivity.

5. Use of Chatbots:

If you have ever had the need to call human resources, you likely experienced a wait

time like nothing else. Whether it is due to being buried under piles of paperwork or having too

many calls to return, callers often wait hours or even weeks for the answers they seek.
However, some human resources departments have begun using analytics to put chatbots to

work. The chatbots are trained to answer many frequently asked questions pertaining to topics

such as benefits.

6. Employee Engagement:

Employee engagement is a human resource analytics trend in 2019 and will be an even

bigger focus in 2020. Gathering feedback and using the insights gained, employers, see areas in

which they can create engagement. For instance, a survey might show that employees would

enjoy a company picnic or health incentives. The organization can use this information to

prepare for a picnic or speak with leadership about what incentives could be offered for weight

loss.

7. Rise of freelancing or on-demand hiring:

Freelancing structure will dominate the HR industry in the near-term. Recruiting on

hourly basis or project basis drops the cost for the employers and gives higher flexibility to

employees. When the candidates are hired on a temporary or part-time basis, he/she is

required to be compensated with a smaller amount as compared to a full-time employee. On-

demand hiring also boosts the in-house talent acquisition of the company. Indeed, freelancing

has generated an ecosystem for talent with temporary jobs focused on proficiency.