University of Wah,

Department of Chemical Engineering

Document No: UW/Ch.E/AF/REV00
UNIVERSITY OF WAH WAH
ENGINEERING COLLEGE
Department of Chemical Engineering
Assignment # 04

Course Title: Engineering Management

Semester:7th Course Teacher: Mr. Fazeel Ahmad
Total Marks: 20 Time: 1 week (21-12-2023)
Course Code: MGT-401
Student Name: Aqsa Noor Reg No: UW-20-CHE-BSC-003

Assignment Title:

Course Program Learning Domain

Learning Learning
Outcome Outcome

CLO-2 Cognitive

PLO-11 Level (C-2 , C-3)

Q.1 How to manage human resource in organizations by using latest approaches ? [10]

Evaluation Rubrics
Contents Marks
References 1
Abstract 1
Table of contents 1
Diagram / Flow chart / Trend /examples 1
Relevant data /asked data 6

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Table of Contents
Question # 01:............................................................................................................................2
Abstract:.....................................................................................................................................3
Strategic Human Resource Management (SHRM):...............................................................3
Technology Integration:..........................................................................................................4
Employee Experience (EX):...................................................................................................4
Data-Driven Decision-Making:..............................................................................................4
Remote and Flexible Work:....................................................................................................4
Continuous Learning and Development:................................................................................4
Diversity, Equity, and Inclusion (DEI):..................................................................................5
Agile HR:...............................................................................................................................5
Employee Engagement and Recognition:...............................................................................5
Feedback and Performance Management:.............................................................................5
Embrace Technology:.............................................................................................................5
Prioritize Employee Well-being:............................................................................................6
Build a Diverse and Inclusive Workforce:..............................................................................6
References:.................................................................................................................................7

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Question # 01:
How to manage human resource in organizations by using
latest approaches ?

Abstract:
The landscape of human resource management (HRM) is undergoing a rapid
transformation. Gone are the days of siloed, administrative functions. Today, organizations
recognize the critical role of HR in driving competitive advantage and fostering a thriving
workforce. This abstract spotlights the latest approaches that empower HR to become a
strategic partner, optimize talent management, and unlock the full potential of their human
capital.

Managing human resources effectively is crucial for the success of any organization. Here are
some approaches and strategies that incorporate the latest trends in human resource
management:

Strategic Human Resource Management (SHRM):

 Align HR practices with overall business goals.
 Ensure HR decisions contribute to the organization's strategic objectives.
 Foster a strong partnership between HR and other business functions.

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Technology Integration:
 Implement HR technology such as Human Resource Information System
(HRIS) and Applicant Tracking System (ATS) for streamlined processes.
 Explore the use of artificial intelligence and machine learning for tasks like
recruitment, performance analysis, and employee engagement.

Employee Experience (EX):

 Focus on creating a positive and holistic employee experience.
 Consider employee well-being, work-life balance, and a supportive work
environment.
 Use surveys and feedback mechanisms to understand and enhance employee
satisfaction.

Data-Driven Decision-Making:
 Utilize data analytics to make informed HR decisions.
 Analyze workforce trends, employee performance, and engagement data to
identify areas for improvement.
 Predictive analytics can help in workforce planning and talent management.

Remote and Flexible Work:

 Embrace remote work and flexible work arrangements.
 Implement policies and technologies that support remote collaboration.
 Focus on outcomes and results rather than micromanaging employees.

Continuous Learning and Development:

 Prioritize ongoing training and development opportunities.
 Implement learning platforms and provide resources for employees to upskill.
 Encourage a culture of continuous learning to adapt to changing industry
demands.

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 

Diversity, Equity, and Inclusion (DEI):

 Foster a diverse and inclusive workplace.
 Implement policies and practices that promote equity.
 Provide training to eliminate biases and create a more inclusive culture.

Agile HR:
 Adopt agile methodologies in HR processes.
 Be responsive to changes and able to adapt quickly to evolving business
needs.
 Implement agile performance management and project management
techniques.
Employee Engagement and Recognition:
 Implement strategies to enhance employee engagement.
 Recognize and reward employees for their contributions.
 Create a positive and motivating work culture.

Feedback and Performance Management:

 Implement continuous feedback mechanisms.
 Focus on coaching and mentoring rather than traditional annual performance
reviews.
 Set clear performance expectations and goals.

Embrace Technology:

 Leverage HRIS/HRMS: Implement a robust Human Resource Information

System (HRIS) or Human Resource Management System (HRMS) to
automate tasks like payroll, benefits administration, and performance
management. This frees up HR professionals to focus on strategic initiatives.

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  Utilize AI and Analytics: Use artificial intelligence (AI) and data analytics to
gain insights into employee behavior, predict turnover, and personalize
learning and development programs.
 Adopt Collaboration Tools: Encourage collaboration and communication
through platforms like Slack, Microsoft Teams, and project management
software.
Prioritize Employee Well-being:

 Promote Work-Life Balance: Offer flexible work arrangements, remote work

options, and generous leave policies to create a healthy work-life balance for
employees.
 Focus on Mental Health: Implement programs and resources to address
mental health concerns and create a supportive workplace culture.
 Invest in Employee Development: Provide opportunities for continuous
learning and skill development through training programs, mentorship
initiatives, and tuition reimbursement.
Build a Diverse and Inclusive Workforce:

 Implement Diversity and Inclusion (D&I) initiatives: Actively recruit and retain
talent from diverse backgrounds and create an inclusive workplace culture
where everyone feels valued and respected.
 Address unconscious bias: Train employees on unconscious bias and
implement fair and equitable hiring, promotion, and compensation practices.
 Create Employee Resource Groups (ERGs): Encourage the formation of
ERGs for employees with shared backgrounds or interests to foster a sense
of belonging and community.

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References:
https://hbr.org/topic/subject/human-resource-management

https://www.shrm.org/pages/default.aspx

https://www.forbes.com/advisor/business/what-is-human-resources/

https://www.mckinsey.com/careers/internal-roles/capabilities-and-roles/people-and-human-
resources

https://www.weforum.org/communities/global-future-councils/