UNIT V:

Trends that Affect

Human Resources
Management of Today

PA6: Human Resources and

Development
Group 3 Presentation
 A.
Six Major Trends
affecting human capital

B. management today
D.
Workforce The Present-day
Demographics and Diversity Human Resource Management
Trends

C. E.
Trends on The Present-day
How People Work Human Resource Manager
Six Major Trends
Affecting Human Capital
Management Today
Organizational strategy around human
resources and human capital doesn’t occur in
isolation. Business leaders’ decisions are
affected by widespread changes and trends in
the economy, technology society and more.
Changing
Demographics
The evolving makeup of our society requires
human capital professionals to consider its
effect on businesses. The American population
is aging and living longer, resulting in a
greater number of older people in the
workforce, as well as individuals from
different generations working together.
More Competition
for Talent
As the global economy improves, companies
are having a harder time hiring top talent due
to increased competition in the job
marketplace.
Data and
Analytics
Business executives are already using critical
insights and metrics provided by data and
there is an increasing push to use it as a tool
for evidence-based practice in human capital
management.
Leadership development
and Learning
Opportunities
Organizations are concerned about developing
the next generation of leaders, resulting in a
demand for formal and research-based
leadership programs.
Compliance and
Regulations
Laws regarding employment, information
privacy, equal opportunity, labor practices and
more are constantly changing. Keeping up
with them and making sure organizations are
in compliance with regulations can be
expensive and time-consuming.
Controlling and
Containing Cost
Most organizations have to be concerned
about expenses and costs. Effective human
capital management can be help by instituting
strategic plans that help companies hire and
retain key employees, lessening costs related
to recruitment and training.
 Workforce Demographics and Diversity
Trends

The July 2019 Labor Force

Participation Rate of youth
(15-24 years old) in the
Philippines was estimated at
38.3 percent given the total
youth was 36.8 percent (Table
1.1)
 Political institutions

PHILIPPINES JULY 2019 JULY 2018

Population 15 years and over (in 000) 73,134 71,561
Labor Force Participation Rate (%) 62.1 60.1
Employment Rate (%) 94.6 94.6
Unemployment Rate (%) 5.4 5.4
Underemployment Rate (%) 13.9 17.2
 Political institutions

PHILIPPINES JULY 2019 JULY 2018

Youth Population 15-24 Years Old (in 000) 20,046 19,977
Youth Labor Force Participation Rate (%) 38.3 36.8
Proportion of Employed Youth to Total 15.3 15.5
Employed Population 15 Years and Over
Proportion of Underemployed Youth to Total 1.8 2.3
Employed Population 15 Years and Over
Youth Unemployment Rate (%) 14.4 14.1
Youth NEET as % of Youth Population 18.7 21.3
Proportion of Youth New Entrants to Youth 13.1 18.0
Labor Force
 In America, some employers find millenial
employees a challenge to deal with, and this
isn’t just an American phenomenon.
Trends on
How
People Work
 Gig workers, anyone?

Workers Today
Like these part of Many workers
a vast workforce aren’t employees at
comprised of all, but are
contract, temp, freelancers and
freelance, independent
independent constractors who
contractor. work when can on
what they want to
work on
 GLOBALIZATION TRENDS

Globalization is the process by which the world is

being interconnected due to the massive exchange of
the trade culture. Fore more than 50 years, the boost
in globalization was affected social and political
factors. Recently, free trade made governments all
over the world to drop their cross-boarder taxes and
pave the way for free-flow of trade.
 ECONOMIC TRENDS

The global economic trend is showing an

unfavorable direction as it is pointing down as shown
in Figure 2. Recession is at bay considering that a
number of multinational and retail companies around
the globe have confirmed to be closing a number of
their branches.
 TECHNOLOGY TRENDS

Technological evolution is alse reshaping human

resources and its management with the emergence
and utilization of digital and mobile devices,
artificial intelligence, and talent analytics to provide
human resource management services.
 The Present-
day
Human Resource Management
Various trends introduced challenge to modern day employers.
These trends brought in several changes in the human resource
management
• Distributed HR and the new human resource
management – redistribution of central HR
function to line managers and employees.
• HR and Performance – HR managers help
lead their companies performance
improvements efforts through HR
department lever, employee cost lever and
strategic results lever.
• HR and Employee Engagement – ensures
employees are psychologically connected
and committed to the job to drive
performance
• HR and Strategy – involvement in strategic
planning which balances internal strenght
and weaknesses to external opportunities
and threats for a competitive advantage.
• HR and Sustainability – integrating into
performance not just profit orientation but
social and environmental sustainability
• HR and Ethics – competence and ethical
practice
 THE PRESENT-DAY
HUMAN RESOURCE MANAGER
Here are the behaviors of
competencies (with
definitions) Society for
Human Resource
Management (SHRM) says
today’s HR Manager should
be able to exhibit:
• Leadership and Navigation: The ability to
direct and contribute to initiatives and
processes within the organization.
• Ethical Practice: The ability to integrate core
values, integrity and accountability
throughout all organizational and business
practices.
• Business Acumen: The ability to understand
and apply information with which to
contribute to the organization’s strategic
plan.
• Relationship management: The ability to
manage interactions to provide service and
to support the organization.
• Consultation: The ability to provide
guidance to organizational stakeholders.
• Critical Evaluation: The ability to interpret
information with which to make business
decisions and recommendations.
• Global and Cultural Effectiveness: The
ability to value and consider the
perspectives and backgrounds of all parties.
• Communication: The ability to effectively
exchange information with stakeholders.
THANK YOU & GOD BLESS

This Report is Presented By: GROUP 3