HR tech solutions in 2022, written by HR management expert Oksana Lavri in september 2022, was chosen for this paper. The selected article focuses on the topic that in recent years, many companies have implemented HR technology solutions in their operations. The shift to a digital HR paradigm is helping organizations optimize human resources more effectively and consistently through social, mobile, analytics, and cloud technologies. HR technology priorities include analytics, virtual technology, and updated training platforms (Lavri, 2022). The author looked at which HR technology trends employers should pay more attention to this year. The human resources industry has undergone unprecedented change over the past few years.
Thanks to the growing desire for a more diverse workforce, the growth, and adoption of artificial intelligence (AI) and machine learning (ML), human resources professionals have changed their work habits and improved their skills. Aspiring businesses, 66% of global business leaders and analysts agree that AI will drive most innovation in almost all industries over the next 1-5 years (Lavri, 2022). The purpose of this article was to show the major trends in human resources technology, which is especially important to the employer, and the entire business world. Oksana Lavri states that employee turnover is high, requiring a change in the approach to talent acquisition. Flexibility, digitization, and hybrid work remain trends in human resources technology and key areas of focus.
The purpose of this part is to comprehend several topics and determine their implications from the perspective of the business world. The answer to the chosen article relates to the two topics covered in the first chapter of the Human Resource Management textbook, which include efficiency gains, and technological trends. In the modern understanding of the manager who occupies a permanent position and is empowered to make decisions on specific activities of the firm, functioning in a market environment. It is assumed that the decisions made by a manager are reasonable and are developed based on the latest management methods. Not long ago, HR-technologies were considered necessary but far from being the main and very expensive appendices to the central business. Today, the shareholders and top managers of the organization perceive HR management as a tool to achieve completely new horizons in the development of the company. The company’s transition to active use of HR technology is evidence, above all, of the entry of the business to a qualitatively new level. After all, the success of any company depends only on the actions of the people working in it, which is why HR management must be seen as a strategic component of the organization as a whole.Increased competition has led global companies to realize the value of human capital as the most critical component of their potential. Personnel management becomes part of the organizational strategy and, to a large extent, determines the efficiency of the company’s activity.
The role of HR is easier to explain by defining the main goals that he must strive to achieve on behalf of the organization, alone or with the help of other departments. The primary goal of the HR manager is to align the available human resources, skills, and work potential with the company’s strategy and goals. The HR manager performs the entire work cycle with personnel: from studying the labor market and hiring to retirement or dismissal. The main task of a recruiter is not only to find a candidate who meets the requirements, creating a positive motivation for the job but also to predict how successful the person. The recruitment process is one of the most problematic and, at the same time, one of the most necessary processes in the life of any organization. The critical task of the HR manager or manager – is to optimize these processes, to make them as effective and low-cost as possible without loss of quality.
There is an HR department in almost every self-respecting organization. HR managers of different specializations work here: those who recruit employees in the company, train them, motivate and develop their professional potential. According to experts, a company usually has its HR manager when the staff reaches one hundred people. When the staff expands to 150 people, the HR manager gets assistants. Thus in large companies, HR departments count up to 10-15 employees, and each of these specialists solves specific tasks: search for specialists, recruitment, and training.
The tasks an HR manager is called upon to perform are so varied and multifaceted that their work with personnel often involves solving some problems. It follows that an HR manager must have the qualities of a diplomat, able to find the right balance between the interests of management and employees of the organization, as well as between different groups of employees. The manager must gather and assess the facts, evaluate the situation, and offer the right solutions. Consequently, an HR manager must have practical planning skills, be an excellent analyst, team player, and communicator, and be able to present and advocate solutions at all levels of the organization, from the boardroom to the workplace.
A modern manager is a professional manager whose responsible work is one of the most critical components of the overall success of the firm, enterprise, or organization. The success of a manager’s professional activity also depends on his personal qualities, among which are adherence to principles, emotional balance, and emotional maturity. Organizational and business qualities are essential, primarily purposefulness, energy, discipline, and an increased capacity for work. The peculiarities of an executive’s administrative and leadership qualities also determine his managerial style. Implementing human resources technology is one of the most important aspects of human resource managers to improve talent attraction, enhance employee experience and help operations scale effectively.
Reference
Lavri, O. (2022). HR tech solutions in 2022. HRForecast. Web.