The HRM Insight

Source: (www.industrywired.com) AI in Recruitment and Onboarding: Accelerating Talent Acquisition AI and automation have radically redefined HRM through process automation that encompasses hiring, performance management, and training. These tools ensure quicker decisions, provide ease from administrative tasks, and have enhanced employee experience. Yet, the flip side is that their use is surrounded by ethical concerns involving data privacy in handling personnel and losing the human touch in people management. The adoption of digital HR practices in the organizations both around the world and in Sri Lanka makes it imperative to look into the opportunities and challenges that these innovations present for the future of HR functions. One huge impact that AI has had on HRM has been in recruitment and onboarding. AI tools can automatically screen resumes, schedule interviews, and even perform preliminary candidate assessments by using natural language processing. Global corporations such ...

                                                                   source: (www.LinkedIn.com) Introduction Now it is, actually, quite an important role in shaping the actual culture of any organization, employee engagement, and the overall performance. While some leaders could actually make things easier for such an improvement, a toxic leader, on the contrary, creates opposition, impairs morale, and hinders production. So toxic leadership, as a whole, decries abusive supervision, micromanagement, favoritism, and narcissism-all of which lead to an environment that is quite hostile for work (Schmidt, 2008). Thus, such managers usually do not receive any punishment or rebuke, specifically for a country like Sri Lanka, which has this kind of hierarchical structure management in organizations, again due to culture and fear ...

  Source: (www.yourworkspace.com) In fact, attracting, recruiting, and retaining talent have become an essential aspect of organizations in the light of the transforming job market of the modern era. Rapid technological changes have shifted employee perspectives and have given rise to new generation of employees who find these Human Resource Management practices unable to create a sustainable way of managing the workforce. Among the most pressing issues are the perceptions of Generation Z about traditional employment. Strategic Human Resource Management (SHRM) probably serves as a solution to most of these challenges by bringing strategies for recruitment, engagement, and retention in line with changing expectations from the workforce (Armstrong & Taylor, 2020). This is one of the foremost challenges of modern HRM-the employment of several generations that comprise the workforce today. It's also true for Sri Lanka. Why Gen Z Struggles with Job Satisfaction There is a genera...

 Source: (www.prezi.com) Why Green HRM Matters? Sustainability within corporate cut-throat boundaries is no longer just a buzzword; it is an important aspect of the long-run strategy that every organization pursues today. Many organizations around the globe, to mention only a few, are starting to incorporate Green Human Resource Management as part of their major thrust for Corporate Social Responsibility (CSR) to reduce impact on the environment and build responsible workplaces (Renwick et al., 2013). Green HRM refers to the use of different practices "such as green recruitment, green training, green performance management, and green employee engagement" so as to create workplaces that are compliant with global standards of sustainability (Jabbour & Santos, 2008), thus improving the visibility under the brand name, while also improving employee satisfaction. MAS Holdings, Brandix, and Hayleys PLC must embrace these practices for competitiveness in a sustainability-driven ...

  Source: (www.greenargy.com) Introduction Although remarkable strides have been made in improving access to education and healthcare for women, Sri Lanka still fights against gender equality in the area of work. Women are gifted being the most skilled part of the population; however, labor force participation by the women stands at less than 35%. This is much lower than the regional averages (World Bank, 2023). The implication of this imbalance is felt socially and economically in terms of growth of organizations and the productivity of the nation. From an HRM [Human Resource Management] angle, addressing gender inequality through practical policies and initiatives will drive inclusive and competitive workplaces. Global Perspective on Gender Equality in Workplaces The HRM strategies aiming at gender equity have benefited many countries worldwide. In Iceland, government regulation mandates equal pay certifications, thereby obliging companies to maintain pay parity. In contrast, Swe...

  Source: (www.digitalagemag.com) Introduction In office culture these days, the great debate rages about the superior model of work: remote work versus office-based work. Much praise comes for remote work as a flexible arrangement with an excellent work-life balance that even improves productivity, whereas many organizations stress that onsite work facilitation positively channels collaboration and innovation. Relying on Strategic Human Resource Management (SHRM) provides a viable way of balancing both ends towards creating a workforce that is engaged and effective (Armstrong & Taylor, 2020). Ultimately, the best model will depend on job type and employee needs and organizational goals.   Theoretical Perspectives on Work Models HRM theories help in understanding how various work models affect employee performance and well-being is central. Like the Job-Demand Resource (JD-R) Model (Bakker & Demerouti, 2007): this would mean the demand-resources balance affec...

     Source: ( www.truworthwellness.com ) Introduction There is no uniform answer to whether the office or home is a better place to work. What is best really depends on the industry's demands, nature of the job, and personal preferences of the workers involved. In-office work allows for some real-time collaboration and mentorship but could come bundled with the stress of commutes and office distractions. Remote work provides worker flexibility and autonomy but can lead to isolation and productivity difficulties. Many organizations are now endorsing the hybrid route that capitalizes on these two concepts to provide their employees with the best of both worlds. As HRM strategies keep changing, they should be a solid focus on maintaining a balance between employee needs and organizational objectives for a productive, happy, and engaged workforce. Napping at Work?? Napping has been a global trend among various countries and organizations. In Japan, "inemuri" is an acceptable...

  Image:01 Image Source: www.allthingstalent.org Introduction The way organizations worked and managed with their people during and after COVID-19 had to be reviewed and adjusted in an uncertain context. Organizations worldwide, Sri Lankan included, now prioritize agility, resilience, and innovation to survive and thrive in this rapidly changing environment (Armstrong & Taylor, 2020). SHRM becomes a process in which organizations seek to change themselves; in other words, SHRM has been transposed from Work Systems & Strategic Business Partner perspectives less encouragingly to one with Change Agent elevation. This blog explores how SHRM is setting organizations on the path to agility with examples applicable globally and in Sri Lanka relating to flexible work, employee well-being, upskilling and reskilling programs, analytics, and diversity initiatives. The Shift from Traditional HR to Agile HR Traditionally, HRM had to do with administrative tasks related to recruitm...

  Image: 01 Image Source:  www.bizjournals.com Attracting, recruiting, and retaining talent has become a critical challenge for organizations in today's evolving job market. With rapid technological advancements, shifting employee expectations, and the rise of new generational workforces, HRM strategies must adapt to ensure sustainable workforce management. One of the most pressing concerns is the dissatisfaction of Generation Z with traditional jobs. Strategic Human Resource Management (SHRM) plays a vital role in addressing these challenges by aligning recruitment, engagement, and retention strategies with evolving workforce expectations (Armstrong & Taylor, 2020). One of the major challenges in modern HRM is bridging the  generational gap  in work Why Gen Z Struggles with Job Satisfaction Gen Z (born between 1997 and 2012) has different priorities compared to previous generations. Unlike Baby Boomers and Gen X, who valued job security, and Millennials, who emp...