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10) HR Trends And Some Major Challenges facing in 2022

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Biggest HR Trends in 2022 As we enter 2022, changes in how we work, where we work, who we work with, why we work, and the technologies we use are in continual flux. Many of these changes started prior to the pandemic, were accelerated by it, and have become permanent aspects of the workplace. The recent trends seen in international HRM are no exception.  Adopt Remote Work Policies While some employees will prefer working from an office, many more have discovered over the past two years that they are happier and more productive working from home. If we don’t offer this level of flexibility, it will drastically impact our ability to attract, retain and engage talent.  We’ve seen companies announce their return to office plans and the ensuing backlash from their employees in the media; it is clear that our employees feel that they are more productive without a commute, forced socialization with coworkers, and cubicle walls. Administering Progressive Benefits  The idea of a job rings a
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9) Performance Appraisals in the Workplace

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What is a Performance Appraisal? In every  organisation there is a need to understand the abilities of the employees to perform and grow, performance appraisal acts as a tool to check the development opportunities for the employees. It is a systematic evaluation of the work performed by the employees.  The performance assessment often includes both the core competencies required by the organisation and also the competencies specific to the employee’s job. The appraiser, often a supervisor or manager, will provide the employee with constructive, actionable feedback based on the assessment. This in turn provides the employee with the direction needed to improve and develop in their job. Objectives of performance appraisal This is an essential first step towards promoting an employee, based on the subjective and objective factors- performance and competency.  To identify the training and development needs of an employee. To provide confirmation to those employees who were recently hired a
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8)HRM role in Grievance Handling and Redressal

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 What is grievance handling A grievance is any dissatisfaction or feeling of injustice having connection with one’s employment situ­ation which is brought to the attention of management. Speaking broadly, a grievance is any dissatisfac­tion that adversely affects organizational relations and productivity. To understand what a grievance is, it is necessary to distinguish between dissatisfaction, complaint, and grievance. “Grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the attention of management.” – Dale S. Beach various sources of grievances                                                    Image source: Sketch Bubble Grievances resulting from Poor Working Conditions: Workplace’s poor physical condition  The mismatch between Job and Workers Changes in pre-planned Schedules & procedures Non- availability of proper tools and equipment  Grievances resulting from Management Poli
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7) Role of Technology in Human Resource Management (E-HRM)

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What Is e-HRM? It is pretty easy to know what e-HRM is from the name. Everyone knows that anything prefixed with an “e” refers to electronics or, more precisely, IT and the internet. Human resource management that uses these technologies to complete various tasks in collaboration with other entities like employees and top management is called e-HRM. The system stores all data about employees. It also has valuable information about the company that employees need to access. The use of web technology is transforming HR the way it never has.   E-HRM is not similar to HRIS. While the latter is for the use of the human resource department only, the former is used by all entities in an organization. This technology helps to spread the activities of the personnel department to employees and top management members. It offers more opportunities for these actors to collaborate. It enables human resource departments to deliver a self-service system to employees. This system keeps everyone informe
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6) Why is employee motivation important in the workplace?

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  WHAT IS EMPLOYEE MOTIVATION Employee motivation is all about how engaged an employee feels in tandem to the organisation's goals and how empowered he/she feels. Motivation is of two types: Intrinsic motivation Extrinsic motivation Motivated employees are an asset to an organization, they are directly proportional to an organization’s success. Motivation is intangible, difficult to measure and extremely difficult to control, but very easy to facilitate if done right. It’s all about intention, intensity, and perseverance. Intrinsic motivation Intrinsic motivation refers to the act of doing something that does not have any obvious external rewards. You do it because it’s enjoyable and interesting to you, not because of any outside incentive or pressures, like rewards or deadlines.  In short, intrinsic motivation is performing an activity for its own sake rather than the desire for some external reward or out of some external pressure. Essentially, the  behaviour itself   is its own
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