The future of Human resource management
The future of human resource management would be largely driven by an increased advent of technology and the growth of artificial intelligence. The switch to analytics from operational reporting would come gradually (Boudreau & Cascio, 2017). The AI technology would not only assist with recruitment and selection of employees but can also be used to design specific job roles as per the employee abilities and skills.
Manufacturing industries specifically require relevant industry experience for new candidates. The growth of IT in learning and development of employees can help the manufacturing industry by enabling the industry to recruit employees from all sectors and then training them as per the needs of the product. This will improve the overall learning and growth of employees leading to enhanced level of satisfaction as well as greater competency. Such efforts would result in improved performance and enhanced industry standards.
The use of social media and digital marketing is yet to increase in the entire recruitment process of the human resource management sector. Increasing use of these platforms would make it easier from organizations to recruit from different parts of the world giving rise to truly diverse and inclusive organizations. Social media opens large doors for recruiters and allows them access to competent candidates from all around the globe (Koch, Gerber & Klerk, 2018). This growth in organizational diversity positively impacts organization’s productivity and performance. At the same time, such an organization widens employee horizons and creates a culture of learning, growth and openness.
The increasing use of technology would also enable firms to focus more on employee satisfaction and engagement. Employee satisfaction levels would be better tracked and hence can be effectively addressed by the organization. Manufacturing industry also witnesses high employee attrition levels and hence increasing efforts to ensure employee satisfaction would also help the business in addressing this issue. Such efforts with the help of the right technology would enable improved employee retention, higher level of employee satisfaction and hence enhanced performance.
Boudreau, J., & Cascio, W. (2017). Human capital analytics: why are we not there?. Journal of Organizational Effectiveness: People and Performance, 4(2), 119-126.
Koch, T., Gerber, C., & de Klerk, J. J. (2018). The impact of social media on recruitment: Are you LinkedIn?. SA Journal of Human Resource Management, 16(1), 1-14.