HUMAN RESOURCE MANAGEMENT

1. What do they do in their job?

Ans. They generally consult with members of the management team to ensure that
the right candidates are being placed into the right position. Thus, their job duties
frequently involve consulting with the appropriate HR managers.
Duties:
Recruiting: Finds, hires, and on boards new employees.
Training and Development: Teaches new and current employees how to do their
job better and learn new skills to become future leaders.
Union Negotiations and Labor Relations: Instead of taking the CEO away from
leading the company, HR will represent the executive team and deal with any
complaints unions have about the enterprise.
Compensation and Benefits: Besides making sure your pay check gets to your
mailbox every month, they also find companies that will offer competitive benefit
programs. Additionally, they determine how much your role is worth in relation to
the overall company strategy.
Organizational Development: Determines who reports to who and why. They
also determine if problems in the company are coming from, people, rewards,
processes structure or strategy.
Legal Compliance: Making sure that a company is doing everything the
government says a company is supposed to be doing.
Employee Engagement: Figuring out how to make employees work more hours
while being paid less money and having them be happy about it.

Human Resources Information Systems (HRIS): They run the computer system
that keeps track of all the people records.
Health and Safety: Creating and maintaining a working environment that humans
can function and thrive in.
2. What has changed in their job in past 5 years?

1. HRs are redesigning the organization to be more adaptable, agile and

embracing changing dynamics.
2. The top priority is to create holistic employee experience that includes
employee engagement and workplace culture
3. Keep the workforce future-ready through real-time learning and enabling
career growth.
4. Implementing strategic HR technology products and services such
as Performance Management System and People analytics to streamline
the process and leverage the power of data and AI.
Basically, Organizations became aware of the soft power of employees in the
performance driven growth and gear up to develop a sustainable growth model.

Human resource management is the major department in an organization. Today

all organization try to implement technology to manage all office work like;
payroll, human resource etc.
so, Recent trend to manage human resource you can implement payroll software to
handle all record like employee record, leave, salary etc.

 Changed aspirations of employees. Being tech-savvy, the new workforce

demands latest technology at the workplace. A trend to continue in the
coming years as well.
 It’s a disruptive world out there and corporate culture has not left untouched.
With organizations letting employees become the master of their careers,
employees are able to decide their workload. A trend that will continue
through the coming years.
 Flexibility is the new key. Technology ensured that everyone was connected
24x7, thus allowing employees some flexibility. The trend also encouraged
‘remote working’ and ‘work from home’ concepts in a company.
 Inclusivity and diversity was another emerging trend in 2018. One of the
most awaited trends in the work culture – the trend ensured that everyone
got an equal opportunity to work; especially the women returning after a
sabbatical.
 Talent management is the new skill that is high in demand among recruiters
and a certified talent management professional is likely to get hired
sooner as compared to a non-certified one.
 3. Where do you see HR field in next 5-10 years?

 HR WILL BE FLEXIBLE:
Employees want flexibility and will excel in their performance if they are
allowed to adjust both their work and personal lifestyle. HR is starting to
understand that, we see many hot startups implementing such methods
and the next 10 years will only bring more of this.

 HR WILL BE SOCIAL:
Intranet, internal social platforms, internal “Facebooks”, and many other
ways of promoting online collaboration and communication across the
company will be part of HR responsibilities in the future. HR can use
social tools to drive behaviors in office performance by giving extra
benefits to high performers of the month or give incentives to employees
who are great brand ambassadors. The work experience will be taken live
and will bring a stronger social component to organizations.

 HR WILL BE ABOUT DATA

HR will have a great deal of responsibility in analysing the data,
interpreting it and making the right decisions in order to ensure the right
acquisition, training, development and retention of talent.

 HR WILL BE INTEGRATED
HR will become a set very diverse skills. HR will be composed by tech
savvy people, data scientists, recruiter experts, connectors and brand
editors. People that are able to do copywriting, for job descriptions that
correspond to the company culture. People that are able to read data and
forecast trends. People that are on top of the latest technology and can
solve problems or bring additional benefits to the company.
Information collected from:
Name: DINESH REDDY (HR MANAGER)
COMPANY: SKY LINKS PVT LTD
PHONE NO: 6309423293