Three key changes that have advanced HR
Three key changes that have advanced HR are as follows:
- From employee engagement to the employee experience: The influence of millennials has significantly changed the outlook of HR activities (Collings, Wood & Szamosi, 2018). The digitalization age is seeking more employee engagement for better working experience in organizational activities. Thus, the prime focus of HR managers has shifted from forcefully engaging employees to work to working to improve the experience of employees (Collings, Wood & Szamosi, 2018).
- Race-based to digitalize HR: The HR officers have started evaluating the employee data to improve their workplace experience. Artificial intelligence has taken the place of manual employee dealing.
- People analytics in organizational structure: Instead of technical discipline, people analytics are being used by HR officers prioritizing numerical data. The statistical data provides accurate and authentic reports regarding sales, marketing, and other business organizations, which help to establish strategy accordingly.
A historical government HR regulation that affected all the stakeholders and their families is- The Civil Rights Act (1991). It changed the entire perspectives of human resource activities in the organization. The act helped to maintain an indiscriminate attitude in the organization. It strongly opposes discrimination against the employees and has established a set of code of strict conduct for HR managers that have restricted illegal activities and workplace discriminating activities. It affected the organizational stakeholders like managers, employees, and consumers. The mandate forced the stakeholders to maintain work ethics and sustaining the human rights of employees (Collings, Wood & Szamosi, 2018). Both employees and managers have become more respectful towards each other with a reasonable exchange of information, maintaining the legal rights of the workplace.
Reference list
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.