Human Resource Management

Assignment: HR Articles.
Subject: Human Resource Management.
Subject Code: MGT2201.
Date: 2nd May 2021.

Name: Tirth Thakkar.

Course: BBA General.
Section: B.
Enrolment No.: A70006420037.

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 Table of Contents:
Sr. No. Name of the Article. Page No.

1. The Pandemic is changing the Employee Benefits. 3

2. Creating the Workplace Experience of the Future in 2021. 4

3. AI and the Future of Personalized Employee Experience. 5

4. The Compensation Mystery. 6
5. The Challenge of Building Trust with Remote Teams. 7

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Article 1: The Pandemic is changing the Employee Benefits.

Reference: https://hbr.org/2021/04/the-pandemic-is-changing-employee-benefits

The pandemic has opened our eyes on some important things such as mental health, work
stress, our own well-being, etc. And so has it done for the employers and the organizations.
Organizations have recognized the importance of the employee benefits that they can be life
changing for their workforce.
The unwanted pandemic has resulted in low productivity, high mental stress and a change in
the way of working. That is why the employers has decided to change their employee benefit
strategies according to the priorities of the employees. With this hybrid workforce in action,
the employers tend to give flexible working options to the employees of their choice and a
family-friendly working nature.
Employees cannot leave their home life at the door. They bring worries to work and that
impacts their productivity. The employers understand that care benefits are important for
employees for productivity and success at work. So, the organizations have started assigning
higher priorities to care benefits of the employees.
It’s not just the employees who are suffering from mental health issues but also their families.
Children have to get acquainted with the online learning mode which is not easily adaptable.
So, the companies have planned to expand their mental health care benefits this year.
There are three main crisis that have been made worse by the pandemic- the care crisis,
women employment and mental health crisis. The senior executives need to be on front foot
to resolve these issues. They need not wait for the long procedures but act quickly for the
benefit of their people. At the end of the day the future of the benefits does not just rely on
the companies but also the federal policies.

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Article 2: Creating the Workplace Experience of the Future in 2021.

Reference: https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/creating-the-
workplace-experience-of-the-future-in-2021

The past one year or so has faced as many challenges to the companies than they would’ve
faced in a decade. There has been a paradigm shift from the cultural human workplace to the
hybrid workplace. One of the biggest challenges that the companies is facing is the cultural
shift that has to occur when one segment of the team is working in the office and the other
remotely. So, the companies are preparing the employees to work remotely and safe at their
home. Post pandemic we will witness the regularity of work from home, as announced by
many renowned companies. The R&D department of the companies are investing and
working hard to provide employees a more textured experience that can provide more
personal connection so that the working culture remains the same regardless of the model. If
the company is working with any technology enterprise, the company should look at it as a
partner rather than the vendor. The relationship between the companies is the key. A partner
that understands your structure and needs will assist you better in creating such a workplace.
So, the goal is to create a tool easier for everyone that is using it. The client needs a best
solution that works for them and the organization is ready to provide them the solution at any
given time.
A big thing of the future is making things easier for the audience and employees. For the past
one year, they have been working with the flexible functionality, having the ability to give
them the freedom to use whatever device they have available is going to pay off in this new
world we find ourselves in.

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Article 3: AI and the Future of Personalised Employee Experience.

Reference: https://www.hrexchangenetwork.com/hr-tech/articles/ai-and-the-future-of-a-
personalized-employee-experience

In just over 10 years, we’ve witnessed the rise of smartphone, the Cloud and what not. In
short, we have entered the digital world now. Our society has evolved and so has the
demands of the business organizations. According to the Global Trends Study, 53% of the
companies are planning to increase the use of artificial intelligence and data solution like
predictive analysis. Companies invest high costs in talent management, so the artificial
intelligence can act as a vigorous supplement for that process to cut short the expenditure.
While AI cannot replace the human recruiters but it can surely act as a helping hand. Many
aspects of the employee life such as employee engagement, culture and behaviour and skillset
analysis can all be improved with the help of AI.
Employee experience is the employee’s perception of his/her journey in the particular
company with regards to the workplace, performance appraisal, employee benefits, etc. AI
can here assure different ways through which employees can define their experience in a
positive way. AI can be used to analyse an employee’s performance and can help them in
improving the manner of accomplishing tasks. It continuously engages the employee with the
co-workers which helps in better communication within the workforce. However, these
processes should be overlooked by a supervisor because technology is bound to create
glitches that could have severe effects.
It is important to understand the impact of the technology on the employees and whether they
are comfortable with it or not. The technology is ready to deliver an extraordinary kind of
employee experience that will diversify the human resources functions.

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Article 4: The Compensation Mystery.

Reference: https://www.hrexchangenetwork.com/hr-compensation-benefits/articles/the-
compensation-mystery

After getting recruited by a company, the first thing that comes in the mind of an employee is
about the salary and compensation. Compensation can create either a positive impact or a
negative impact on the mind of an employee depending on how it is understood.
Communication is always an important in these things which many companies fall short in.
Companies can spend around 40 to 60% of their annual operating expenses on pay and
benefits. Competition is increasing day by day and companies need to create transparency in
their way of thinking about salary and compensation, having effective communication.
Defining the objective is very important. The company needs to know what is best suitable
for them and the employees. They should ensure that the employees fully understand their
policy. Collecting the data is another effective step. The company needs to know the
perceptions of the employees, what do they think about the compensation programs.
Developing involvement of employees in review and changes of the programs will give a
clear picture of their thoughts. After knowing the perceptions of the employees, the next step
is to create a clear communication strategy. The company and the employees need to come to
a final decision together. The company should look at different ways to communicate with
them. Execution of the formed strategies is another important step. Employees should see a
connection between the work they do and the compensation.
Companies need to value their own employees. If they are not happy with the return of their
hard work, company will lose the tyres of their car.

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Article 5: The Challenge of Building Trust with Remote Teams.

Reference: https://www.hrexchangenetwork.com/employee-engagement/articles/meeting-the-
challenge-of-building-trust-with-remote-teams

The Covid-19 pandemic has given employees the luxury of working from home which was
once considered as an excuse earlier. They need not to be tied up to the physical workplace to
do their job. But as the time moves forward, it is no longer considered as a luxury but is an
expectation of the employees. Some of the companies have already announced of working
remotely post pandemic as well, while some companies are thinking of the hybrid workplace.
Whether the employees work remotely or in the physical workplace, the first and very
important step is building trust. The first step in building trust is asking the employees what
do they want. It shows the company is willing to listen them. Mr. Hathaway decided to do a
choice program in which the employees have to select their primary workplace, i.e., by
working remotely or in the office. He discovered that only 16% of the employees are willing
to come back to office for working effectively. He says that he trusts the employees to choose
what is best for them. Productivity is one of the issues of trust building. Many managers
struggle to trust their employees due to the low productivity in their work. The solution to
this can be arranging a one-on-one weekly meeting with the managers that are never
cancelled. Many employees that are having a busy weekly schedule tend to cancel this sort of
meetings. But it should be the last thing to be cancelled as these meetings helps the
employees to interact better with the senior managers and report some issues and getting it
solved.
Building great relations with the employees will help in retaining them. If the employees are
happy in working, the productivity rate will boost up resulting in effective working.

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