Work/life balance

Work-life balance is about the interaction between paid work and other activities,
including unpaid work in families and the community, leisure, and personal development.
Work-life balance is about creating a productive work culture where the potential for
tensions between work and other parts of people's lives is minimised. This means having
appropriate employment provisions in place, and organisational systems and supportive
management underpinning them.
Work-life balance for any one person is having the 'right' combination of participation in
paid work (defined by hours and working conditions), and other aspects of their lives. This
combination will not remain fixed, but may change over time.
Advantages: employees
A good work/life balance can enable employees to feel more in control of their working
life and lead to:
● increased productivity
● lower absenteeism
● a happier, less stressed workforce
● improvements in employee health and well-being
● a more positive perception of you as an employer
● greater employee loyalty, commitment and motivation
● a reduction in staff turnover and recruitment costs
Advantages: business
The benefits of a work-life balance initiative are not confined to just the workforce.
Work/life policies and flexible working practices can also benefit your business as you
can:
● react to changing market conditions more effectively and meet customer demands - for
example, shift work, part-time work and flexi time can help you open longer without
making your employees work longer hours
● meet seasonal peaks and troughs in your business
● boost your competitiveness
● reduce staff turnover and minimise recruitment costs - see control staff turnover
● become recognised as a business that people want to work for and therefore you can
attract top talent

Human Resource Management and Knowledge Management

A record of change of state is data and information is data organized with a purpose and a
message. Knowledge is what people know or interpret meaningfully out of information
available with a purpose.
Types of Knowledge: 1.Explicit knowledge and 2.Tacit knowledge
Explicit knowledge is Formal knowledge (Visible), Available in the form of books, reports,
audio tapes, video tapes etc. It can be articulated.
Tacit knowledge is informal knowledge (Highly Invisible), confined in the mind of a person,
Difficult to articulate
Ethics in Human Resource Management
Human Resource Management is the systematic and effective management of people to
achieve the desired objectives. To gain a strategic edge, it is very important to manage the
'people' resources productively. This will help to attain the strategic goals as well as the
satisfaction of the individual employee needs. All the Human Resource practices are based
on ethical foundation. It is the responsibility of the employers to maintain health and safety
of their employers in the workplace.
The main objective of this report is to provide a critical analysis of ethics and HRM and
examine the real causes of illness in the workplace and evaluate their solutions.
This report helps in undertaking a search in analyzing the ethics to be used in HRM for
ensuring employee health and safety. Thus, it mainly focuses on finding the causes that
increase illness in the workplace and it proposes various ways to eradicate illness.
Moreover, workplace's culture should be developed in such a way that it should allow
flexibility, security, autonomy, recognition, participation and involvement to employees in
order to create a stress free atmosphere.
Ethics and HRM
According to Winstanley, Woodall and Heery (1996), 'Ethics is a special branch of
philosophy that focuses on the questions related to morality, that is concepts such as good
and bad, right and wrong ; fairness and righteousness'. Business ethics deals with the
degree and extent of morality to be used in business (George & Zoe, 2010). Morals,
standards, values and ethics have becoming more complex in the present modern society
and the concept of absolutes is taken away by ambiguity. As per Pitt (2007), 'Human
Relations Management is concerned with a variety of ethical issues to be dealt with for
making decisions related to businesses'. Before making the decisions, the various
alternatives catering to the needs of the business must be checked and their effects on the
lives of the employees must be considered. Nowadays the relationship between ethics and
HRM is becoming a major issue to be taken care of. A significant turning point has been
experienced by ethics and Human Resource Management.
The business ethics mainly put attention on the social and ecological responsibilities of the
companies within the society. Ethics are now becoming one of the most important internal
concerns for the companies. Previously, the interests of the employees were not taken into
consideration but now it has become one of the main responsibilities of the company to
ethically manage its human resources (Christian & Andra, 2009). Now it's the era of ethical
leadership. Acts of its employees towards a business perspective to his moral character is a
litmus test. Relationship between business and its employees is based on employment
contract. The principle of ethical selection is followed by an ethical organization for hiring
prospective employees. As per this principle an organization should only hire a person who
is expected to contribute the maximum towards increasing the long-term value of the
business (Glenn, 2001). According to this principle, factors like gender, age, nationality and
religion are not relevant for hiring a person.
The ethical issues which are reflected in the case are:
Safety and health: Much of the work in the industries and companies is hazardous. All this
is because of the use of heavy technology. Nowadays there is much use of machineries and
high temperature based production processes. In addition, there is more dependence on
chemical compounds. All these aspects increase injuries, illnesses and accidents in the
workplace. For instance, the job of a bullfighter or bomb disposal expert (De Cieri &
Kramar, 2008). New sources of accidents and illnesses are increasing day by day. Risk is
present in every job but its frequency differs from job to job.
Face to face ethics: These types of ethics arise due to human element in the activities in
the workplace. No work is possible without employees.
Corporate policy ethics: The use of more technology in the workplace has replaced the
labor in the workplace. This has made hundreds of persons jobless. The managers are
responsible for making policies and their successful implementation. The ethical content of
these policies has massive impact throughout the company. It should be such that it can be
able to send right signals to every person in the company (Shuttleworth, 2004).
Employee Relations: It's the duty of the HR manager to maintain objectivity in hiring,
discipline, promotion, training, retention, termination and compensation (Ken & Joanne,
2010). All this lies at the core of human resources. HR should make it sure that the
company policies should follow anti-discrimination legislature and polices of the integrity
of performance reviews to make sure that the evaluation process remains fair with all the
jobs (Ken & Joanne, 2010).
Communication: Another duty of the HR Department is to keep informed everyone in the
organization on relating to the various legal and ethical issues. HR prepares various
communication vehicles to advise employees of the company's code of ethics and no-
tolerance policies such as documents, seminars, and informal meetings (Hughes &
Bozionelos, 2007). Increase in competition, locally or globally, need that organizations
should be more adaptable, flexible, agile, and customer focused to succeed (Markiewicz,
2007). And with this change in the environment the human resource professional needs
to be a strategic partner, an employee sponsor or advocate and moreover, a change mentor
within the organization. Grove (2009) suggests that 'in order to succeed a business driven
HR function with a thorough understanding of the organization's big picture may be more
important to be able to influence decisions and policies'. In general, today's human
resource manager's focus is on strategic personnel retention and developing talent
(Teasdale, 2006). A recent study (Grove 2009) found that human resource professionals,
coaches, counselors, mentors, and succession planners will help to motivate organization's
members and their loyalty. Human Resources Manager will also promote and fight for
values, ethics, beliefs, and spirituality within their organizations in the management of
workplace diversity, specifically.
Insecurity and risk: Another ethical issue that is depicted in the case is insecurity and risk
present in the job. This has arisen because of the changes in the macro-economic
environment and mass un-employment (Makin & Winder, 2009). All this happens because
of business restructuring and stripping out of the costs due to redundancy, outsourcing,
contingent contracts and systems of rewards in the employment (Grawitch, Trares &
Kohler, 2007). Another problematic element of the shift to greater risk and insecurity for
workers is that what is happening when other stakeholders have to act on the same
insulation from risk (Rodney, Matrina & Anne, 2008). Undoubtedly, a key element of
economic life in recent years has been a transfer of risk from those who finance business
i.e. banks, institutional investors, shareholders, taxpayers and the Treasury to those in
gainful employment (Teasdale, 2006). The moral question here is whether this shift is
fair, or compatible with the rules of distributive justice. It could be suggested that the
transfer is unfair because the investors are in a stronger position to risk-sharing by
employees and that this has happened, crudely, it is the exploitation of the change in the
bargaining power by the strongest party in industrial relations (Teasdale, 2006).
Surveillance and control: It is major ethical concern these days. The right of the
employing agency to enter into the subjectivity of the worker to control and manipulate, is
taken for guaranteed (Pitt, 2007). Whether the use of psychometric tests for selection or
promotion of employees, culture change programs that seek to challenge assumptions on
the job or competence-based HRM, which seeks to promote compliance with attitudes
and behavior, the assumption is that it is lawful for the employer to trespass on worker's
autonomy. Such misconduct will never be complete, but the trend for a large complex
HRM is to invade privacy of employees. While new forms of work organization can be
effective in increasing productivity, but possible adverse effects on the welfare of workers
should be considered when evaluating these initiatives (Christian & Andra, 2009).
A wide range of human relations management activities is concerned with various ethical
issues, both on the part of upper-level for management of business and management
decisions of low-level regarding treatment of the individual employees (Winstanley,
Woodall & Heery, 1996). This can be devastating to individual employees and the
communities in which they live. Managing decisions must be honestly done by taking into
account all the factors, including social responsibility as well as stockholder concerns. HR
manager should consider various options for business needs and take the decision that is
best for company and employees as well as it will have an impact on employees' live. Â
Issues involved in considering rights, responsibilities, fairness and justice in the
employment relationship:
There are many issues which are needed to be considered to have good and faithful
employment relationship as it has impact on the whole society and economy as a whole.
Good Faith: There should be positive relationship between employer and employee. Good
faith means to deal with honestly, openly and without misleading each other. It also
requires parties to actively and constructively creating and maintaining a productive
relationship (Glenn & Klaas, 2001). Such behavior makes sense. Workers with positive
relationships are more likely to enjoy the benefits of sustainable, decent work. Employers
also benefit productive employee. On the other hand, an employment relationship may be
affected if it is based on distrust and there is doubt or lack of communication.
Workplace health and safety: The purpose of workplace health and safety is to protect
the health and safety of health and safety of all in a workplace (Markiewicz, 2007).
Grawitch, Trares and Kohler state that 'Effective management of health and safety in the
workplace is not only good business, but it is a requirement under the law'. Employers
have an obligation to ensure that the way in which business is conducted has no adverse
effects on health and safety of themselves, their workers or anyone who enters the
workplace. The occupational health and safety plan need not be complicated. It should be
simple, practical and easy to implement. As a result of the implementation of health and
safety of the business processes can also benefit from significant productivity gains and
cost savings (Makin & Winder, 2009).
Occupational health and safety is a discipline with broad scope, with many niche areas. In
its broadest sense, it is diverted towards promoting and maintaining the highest degree of
physical, mental and social well-being of workers in all occupations; preventing workers
from the adverse health effects caused by their working conditions; protection of workers
in their employment from risks resulting from factors adverse to health (George & Zoe,
2010). In other words, the occupational safety and health include social, mental and
physical well-being of workers, which is the whole person. On the other hand, poor
working conditions can also affect workers' living environment. This means that
occupational hazards can have harmful effects on workers, their families and others in the
community and the natural environment around the workplace. It has been estimated
that the indirect costs of an accident or illness can be four to ten times greater than direct
costs, or even more. Occupational disease or accident can have so many indirect costs for
employees that are often difficult to measure them. One of the most obvious indirect costs
is the human misery caused to families of workers, which cannot be compensated with
money (Ken & Joanne, 2010).
Management Commitment: Strong management commitment and involvement of
employees are necessary for a successful health and workplace safety program.Effective
management addresses all work-related risks, not just those covered by the standards of
government, and communicate with employees (Rodney, Matrina & Anne, 2008). Workers
in every profession can be faced with a multitude of risks in the workplace. Business
addresses health and safety in a wide range of risks in the workplace accident prevention
in the most insidious dangers, including toxic fumes, dust, noise, heat, stress, etc. The
prevention of occupational diseases and accidents should be the goal of occupational
safety and health programs instead of trying to solve the problems after they have already
developed (Teasdale, 2006).
Changes in the nature of work:
There has been a dramatic change and growth in the workplaces. The workplaces have
gone through a remarkable revolution over the last two decades as a result of globalization,
democratization and innovations i.e. both technical and creative. The swift growth has
brought momentous changes in the structure of the labor market and in the organization of
the work resulting in changes both within and outside the framework of the employment
relationship. The type of employments has been changed now. Workers are now more
engaged and employed in atypical, conditional and contingent employment relationships
like casual employment, use of contract work, and the rise of the use of vague and disguised
employment (Hughes & Bozionelos, 2007). The work environment is now changing fastly.
The employment is now becoming unstable, less secure and more concentrated. The trend
of the collective bargaining has now been shifted towards individual negotiations
(Shuttleworth, 2004). All these factors are resulting causing the employee to be sick as a
result of more work pressure, less secured job and more responsibilities.
The trend is shifting towards privatization and the seniors who are more experienced are
being replaced by the freshers or the younger graduates who are less experienced and they
are more often engaged in the employment that is non-permanent ( Markiewicz, 2007). In
the real terms, the average rate of the pay is also decreasing, or it's standing still from the
last five years (Markiewicz, 2007). For instance, in the media industry, all these changes
have resulted in having a negative effect on the editorial content's quality and as its
consequence it is jeopardizing the role of the media as a watchdog for the society and it
ultimately puts effects on the mental health of the employees as well (George & Zoe, 2010).
Moreover, more layoffs, longer working hours are there. There is lack of physical activities
and poor seating as well. These factors are the biggest sources of stress.
Real causes of illness in the workplace and evaluation of their solutions:
There are many real causes of illness of workers in the workplace. Some of them can be:
Workload: The very first cause of illness in the workplace can be the increasing workload
on the part of employees. It is causing stress. Employees are often found in stress when the
workload is too high or too less. It's the responsibility of the manager to divide the work
properly among employees based on the priorities (Makin & Winder, 2009). Targets should
be challenging but should be kept realistic. Before making a shift in the responsibilities, its
impact should be known in advance. Furthermore, the cost resulting from the stress must
be taken into consideration (Teasdale, 2006). More care to be taken when increasing the
workload of any worker or when there is a need to hire more people. Moreover, there
should be a balanced workload with control over the tasks to be performed.
Persuasive uncertainty: When the workers are confronted by new rules, requirements
and the procedures, there will be an increase in the level of illness. It's the duty of the
manager to check what's going on at regular intervals and convey each piece of information
to the staff (Grawitch, Trares & Kohler, 2007). In this way, stress can be controlled and this
will ultimately result in increasing the productivity. In some companies, the manager
writes out the new information in a memo so that it can be conveyed to the employees and
the facts can be reviewed (Grove, 2009). Moreover, information given in this way is
appreciated by the staff members. This will help in reducing mental illness.
Mistrust and unfairness: Mistrust and unfairness can also be the cause of illness in the
workplace. These will keep everyone in the workplace on the edge, create bad attitudes,
and will decrease productivity (Pitt, 2007). Misunderstanding can be avoided through an
open line of communication and by knowing what and how the staff members are thinking
about the decisions. It's manager's duty to consistently build trust and treat everyone
equally. This helps in reducing illness in the workplace.
Lack of control: The employees should be given an opportunity to say regarding the things
those affect them as if they have no say, and then there will be more chances of workplace
illness. All the employees should be given a sense of being in control. The managers should
involve employees in both operating as well as administrative decisions. And the frontline
employees must know what they are talking about. All this will result in increasing
productivity and reducing the stress levels. The managers who are efficient and effective
understand that controlling stress and illness are leadership responsibilities and these are
as important as any other management functions (Glenn & Klaas, 2001).
Lack of communication: When the communication system is not good, this will result in
lack of understanding, bad performance and less productivity with stress (Rodney, Matrina
& Anne, 2008). The communication system should be two way so that the employees can
be able to receive full information and give suggestions and in this way, there will be no
stress.
No appreciation: Lack of appreciation will also lead towards illness in the workplace. If
the employees do not get feedback on what they are doing, not being appreciated for good
performance, they will feel mentally stressed and this can be one of the causes of illness
(George & Zoe, 2010). To overcome this, the managers should appreciate the good work
from time to time. This will create a feeling among the employees that are valuable for the
company and they will feel happy and stress free.
Poor relationships: Poor relationships with colleagues can also be the factor of illness. If
the employees are treated with discrimination then there can be chances of stress.
Unclear policies and no sense of direction: If the policies are not clear to the employees
and they are not in the written form, then these can cause stress among employees. The
policies should be enforced properly and communicated in a clear way. The policies can be
reinforced in a number of ways from time to time like memos, personal meetings, bulletin
boards, articles, small group discussions, etc. the employees should be informed about the
business direction and the significant changes (Grawitch, Trares & Kohler, 2007).
Contributory factors with regard to sickness: There are many factors causing sickness
among the people. The reasons can be tiredness or unappreciation or they can have the
travel difficulties. For instance, a person who is suffering from diarrhea or dysuria is very
unlikely to come to work from home if he has to drive for 50 miles to get there, whereas
another person who is working from home or working in an office which is close to toilet
may continue the work for long (Hughes & Bozionelos, 2007). Moreover, the workers who
are positively motivated they can simply take easy and simple remedies. If there is a
bullying environment in the workplace or the manager is over-enthusiastic, then taking
sick leave for a minor illness thinking that the power balance has become unequal in the
favor of manager? Other sources of workplace illness can be layoffs, absenteeism,
alcoholism, lack of motivation, bad decisions, petty internal policies, harassment, lack of
equipment, lack of autonomy, etc.
Ways to reduce illness in the workplace:
Preparing Education Programs: To overcome illness, the employees should be educated
about the causes, symptoms and treatment and it should be ensured that all the individuals
should have early treatment. Employers can provide assistance by ensuring that every
person in the organization from the top down has received full information about all the
issues related to mental health and illness (Christian & Andra, 2009). Stress management
training and counseling services should be implemented in the workplace to eradicate
stress. This will help the employees in better management of work during pressure. This
will help them to learn techniques like time management, leadership skills, assertiveness,
relaxation, etc. The employee must learn how to relax in case of stress.
Mentoring: Mentoring can also be very helpful to reduce stress and illness in the
workplace. This will help to create strong bonds among colleagues and they can share their
work related skills (Ken & Joanne, 2010). This can help to create awareness among
employees related to the diversity which is very helpful to reduce stress. This will make the
employees more confident as they can get to know more things which they previously don't
know. Moreover, it will promote team spirit.
Encourage exercise: Another way to keep employees healthy and fit is to encourage
exercise. Employers should encourage their employees to keep physically fit. Doing
exercise and taking a healthy and balanced diet will help employees to have more stamina
and energy in the office (Markiewicz, 2007). Exercises can be of various types. For instance,
tennis, ballroom dancing, swimming, jogging, cycling, etc. All these will not only promote
fitness but also help to get relief from counter stress. The workplace should be clean for the
wellbeing of the employees and the overall mental attitude of the employees. The
employees should talk with each other so that they can discuss their problems and can
reduce stress.
Duties of employers towards employees: To reduce stress and illness, it is the duty of
the employer to treat each employee equally. Each and every employee should be involved
in decision making so that they can feel that they are part of the organization (Grawitch,
Trares & Kohler, 2007). Each employee should be well trained. The managers need to
behave proactively to handle stress. They should be able to understand the signs and
symptoms of stress. Employers should provide proper health and wellness programs to
reduce stress in the workplace and to ensure health and safety. There should be no bullying
and harassment in the workplace.
Workplace culture: The organizations need to set proper organization culture to reduce
levels of stress in the workplace. Workplace's culture should be developed in such a way
that it should be allow flexibility, security, autonomy, recognition, participation,
involvement, etc (Teasdale, 2006). All these factors are very important for a stable
workplace and industrial relations. Consequently, there will be more employee satisfaction
with more productivity.
Management style: Management style plays a vital role in ensuring good work
environment. The management style should be such that gives encouragement to
employees so that they can discuss problems with the managers freely. They should be
provided with regular feedbacks and should be given freedom to express their ideas
(Rodney, Matrina & Anne, 2008).
Planning and time management: Stress and illnesses can also arise from lack of proper
planning. To get relief from stress, the employees should make a proper planning so that
they can make work life balance (Hughes & Bozionelos, 2007).
In-depth training for managers: Further in-depth training for managers is
essential. The managerial role may be one of the most stressful jobs within an
organization. Managers are often exposed to many competing pressures and
demands.  Managers who are skilled in managing the pressure not only are more
effective role models, but also better able to recognize common signs and symptoms stress-
related psychological disorders, to make confident risk assessment of staff and providing
appropriate support (Glenn & Klaas, 2001).Â
Conclusion
Eventually, ethics play a vital role in HRM. The management should consider ethical issues
relating to health and safety of employees. There has been a vivid change and growth in the
workplaces. The changes in the workplace are causing the employee to be sick as a result of
more work pressure, less secured job and more responsibilities. Lack of communication,
more workload, lack of appreciation, lack of autonomy are the another biggest sources of
stress. Companies are dealing with these sources to eliminate stress in a prudent way but
still there is need for more improvements.
Employers should provide proper health and wellness programs so that they could reduce
stress in the workplace and to ensure health and safety and moreover, a good
communication with their employees in order to have deep understanding with each other.
Consequently, there will be more employee satisfaction with more productivity.
Recommendations
Through entire study and findings, the following recommendations are made:

● There should be a balanced workload with control over the tasks to be performed.

● Employers should provide proper health and wellness programs to reduce stress in
the workplace and to ensure health and safety.

● There should be no bullying and harassment in the workplace.

● Stress management training and counseling services should be implemented in the

workplace to eradicate stress.

● The employees should talk with each other so that they can discuss their problems
and can reduce stress.

● The employees should be provided with regular feedbacks and should be given
freedom to express their ideas.

● There should be flexibility, security, autonomy, participation and involvement in the

organization's culture.

Technology and Human Resource Management

6 Technological Trends that Redefine Human Resource Management

The world of technology and mobile computing has made the concept of “traditional
workspace” a thing of past. Today, employees can work from anywhere at any time.
Technology has completely redefined the role of human resources all over the world.
Recent advances in technology have transformed nearly every aspect of HR, right from
sourcing to performance management. Some industry experts opined that technology is
one factor that is impacting the HR department to a great extent.
The wave of technological transformation impacts the organizations in two ways- Firstly, it
would offer numerous tools to better manage and engage the talent in organizations.
Secondly, it is helping HR managers to shift their focus from managing workforce to driving
profits to the company.

Impact of Technology on Human Resource

The following are a few technological trends that bring a major change in human resources
management software and industry:
Big Data Powers Organization
Ensuring compliance and avoiding risk are the two key underlying aspects for every
function and task. However, technology has transformed the monotony through HR
platforms that digitize the information human resource needs. One such technological
trend is Big Data, which is helping HR professionals to understand their customers, market
to target audience group and communicate with prospective customers. When integrated
with other technologies, Big Data helps to gain a deep insight and allows HR professionals
to make decisions powered by vital information.
Big Data gives HR managers a fact-based view of the current workforce, and helps them to
identify emerging trends. Moreover, analytics helps recruiters assess potential employees
and let you make better risk management decisions.
Mobile Apps are the Future
Smartphone is likely to dominate the HR landscape this year. As the workforce across
various operations seeking access to applications via mobile devices, companies are
considering to adapt their HR systems. Delivering this kind of functionality implies that
organizations will consider HR applications with mobilization process and the interface
that employees are looking for. More on, the trend of creating applications that streamlines
the basic HR functionality continues to evolve. Today, mobile apps have become essential
for every application that a company develops.
Social Media – A powerful tool
Social media plays an active in HR today, especially when it comes to recruitment. Around a
quarter of employers are using social media channels like Facebook and LinkedIn to recruit
staff. HR departments can use social media not only for recruitment and also for employee
engagement. It is considered as a prime source for companies to reach their HR goals.
Enterprises can use social media channels to reach target audience with job postings and
other company related information. Few organizations use social media to tell their
organization’s success story through photos, blog posts, Tumblr and Pinterest pages. And,
job seekers are using these social networks to find about the company. It’s a good source to
know what current and potential employees are saying about your company.
Social media offers countless benefits to HR professionals and lets them to keep up with the
news, technology and trends. You can nurture relationships by sharing the industry
knowledge. All these reasons have made it an ideal platform to engage employees, build
relationships and bolster communications in the workspace. More companies will consider
integrating applications with LinkedIn or Facebook instead of developing corporate
applications in the future.
Cloud Changes the Game
Be it a web application or a native application, SaaS apps play a key role in every sector
including the Human Resource Department. Cloud-based applications are inevitable in
today’s business environment. Collection and data storage have been so difficult until the
evolution of cloud. With the advent of cloud technologies, all the information such as
documents and other pertinent information can be easily accessed online. Employee
information can be archived and organized in a secure location.
However, before deploying cloud based solutions, it is required to understand whether the
technology fits well for your current requirement and if it can add a real value to your
business. One needs to weigh potential challenges against the benefits to understand
whether cloud can overcome the business risks. Also, it is important to consider whether
the business procedures can migrate with the cloud applications. By centralizing the data,
the workflow and operations can be streamlined across the enterprise. Implementing cloud
solutions can have a positive impact on various streams of operations ranging from
product development, workforce management and business integration. This is why most
enterprises are switching to cloud based applications.

Software as a Service Applications

The following are a few SaaS applications that help the HR department:
● LinkedIn Recruiting Service: LinkedIn is termed as a processionals network and
helps recruiting departments by providing the resources required to find and recruit
candidates. In this way, a recruiter can easily find candidates with relevant profiles.
● Lucidchart: Lucidchart is a SaaS application that allows users to draw flowcharts and
diagrams. It is mainly used to create organizational chart and mind-mapping.
● Google Docs: Google Docs allows you to share information easily across businesses.
Google Docs help you streamline the process and make data collection much easier.
One area where Google Docs play a key role in HR is performance evaluation.
● Google Forms: Google Forms allows HR departments to send every employee a
question and response form with questions. When employees submit their responses,
the results will be saved in Google Doc template. The Google doc will be emailed to the
respective manager for further review. In this way, a performance review process can
be made more efficient and paperless. This is just a case, and there are thousands of
other options where Google Docs can streamline HR processes.

Bring Your Own Technology (BYOT)

Most companies love the innovation that can make their products work smarter. BYOT has
become a new trend today, and companies started embracing it due to the level of
convenience it brings to businesses.
However, security is one of the top most concerns for businesses. Companies that develop
the concept of BYOT should make sure that their policies include guidelines for protecting
confidential data and ensure proper measures are put in place if their device is lost or
stolen.

Wearable Technology
Top companies like Google, Apple, and Microsoft have started introducing wearable
technology in all the devices. These wearable devices can make your employees stay
connected and improve time management. Infact, wearable technologies provide a wealth
of opportunities for employee engagement, including increased productivity, benefit
incentives and security. Wearable devices not only improve communication and also
enhance operational efficiencies. And, some businesses are exploring new ways to turn
wearable device into powerful tool. Any HR department that considers switching to
wearable devices should get an idea about what type of information the devices can track
and how the compliance works.

Implications of Technological Disruption

Digital drives many significant implications for both business and human resource
department. Take a look at few advantages:
For business
● HR department takes more strategic role
● Employees will become the decision makers
● Eliminate silos, bridge gaps
● Talent management process becomes better
● Talent practices will play a key role
For Human resource
● Almost every aspect of the HR will be streamlined
● Collaboration and new organization structure will be evolved
● HR can analyze employee data, and create customized talent offerings
● Evaluating external technologies and making businesses more strategic

Keeping Pace with Business Evolution

While technology plays a crucial role in transforming human resources management
software and operations from personnel management to business execution, technology
itself does not create this change. HR managers must leverage technology to drive a real
value to the business.
Digital technologies facilitate greater integration and flexibility, thus allowing employees to
have great voice and share their work experience. Technology is poised to disrupt HR and
redefine the future of human resource department. As HR continues to adopt the change,
the enterprise will become smarter. Employee engagement and culture management drives
HR in ever-changing landscape.
Business mainly depends on three things-defining strategy, asset management and driving
business execution. By the virtue of technology, HR for the first time in the history is
playing a true leadership role in business execution.

Human Resource Audit

Human Resource Audit is a comprehensive method of objective and systematic
verification of current practices, documentation, policies and procedures prevalent
in the HR system of the organization. An effective HR audit helps in identifying the need
for improvement and enhancement of the HR function. It also guides the organization in
maintaining compliance with ever-changing rules and regulations. HR audit, thus, helps in
analyzing the gap between ‘what is the current HR function’ and ‘what should be/could be
the best possible HR function’ in the organization.
Though HR auditing is not mandatory like financial auditing, yet, organizations these days
are opting for regular HR audits in order to examine the existing HR system in line with the
organizations policies, strategies and objectives, and legal requirements. HR auditor can be
internal or external to the organization. Generally, HR consulting firms render the service
of external HR auditors.
It is necessary for the top management to establish the terms and scope of the audit clearly
before the external firm to make the audit successful. This includes defining the exact
purpose of audit, viz. examining compliance with legal requirements and organization’s
policies, identifying problem areas to avoid crisis situation with appropriate planning,
analyzing ways to better serve the needs of relevant parties – employees, partners or
society, measuring the work processes, seeking HR related opportunities available within
the organization, dealing with situation of merger and acquisitions, etc.
Primary components of the HR system which are generally audited include –
documentation, job descriptions, personnel policies, legal policies, recruitment and
selection, training and development, compensation and employee benefit system, career
management, employee relations, performance measurement and evaluation process,
termination, key performance indicators, and HR Information Systems (HRIS).
The entire process of HR auditing is broadly segmented in following phases ֫ pre-
audit information, on-site review, records review, and audit report.
The first three phases involve extensive collection of quantitative as well as qualitative
information. The method for collection of information depends upon the size of the target
audience, availability of time and type of data to be collected. The pre-audit information
phase includes a review of the organization’s policies, HR manuals, employee handbooks,
reports, etc. which form the basis of working in the organization. The next phase of on-site
review, involves questionnaires, interviews, observation, informal discussions, surveys, or
a combination of such methods to get the necessary inputs from the members of the
organization. The records review phase requires detailed scanning of current HR records,
employees’ files, employee absenteeism and turnover statistics, notices, compensation
claims, performance assessments, etc.
Utilizing the data so collected, the HR checklist is completed which is the widely used
method for carrying out HR audit. In the checklist method, a list of all the system
particulars under audit, viz. the policies, procedures, or practices, is created in a sequential
manner. Against each particular item, the actual practice as followed by the organization is
mentioned. The defined practice and the actual practice are then compared to determine
compliance between the two as well as analyzing the deviation from compliance. On the
basis of this analysis, the final audit report is complied with appropriate conclusions and
recommendations highlighting the strengths and weaknesses of the HR function along with
the necessary improvements as required.
HR audit, thus, contributes towards the best possible use of internal resources and
maximizing the effectiveness of human capital in the organization. At the same time, it is
useful in streamlining the HR processes and practices with the industry best practices and
standards.
Quality Management and HRM
1.1 Introduction to Total Quality Management and Human Resources Management
Organisations that pay special attention to the quality performance of their operations are
mostly rewarded in the global business world, for organisations to survive in the tough
competitive market they must continuously improve the quality level of their products and
services; it is onus on the management to find ways of improving their quality services the
question is how? Fortunately the business environment have been able to define certain
means of achieving and improving quality in their individual organisations, although
different organisations implore variable tactics they all have one method in common which
is Total Quality Management (TQM), researchers have different interpretation of TQM, but
according to youssef et al (1996) they all agree that based on the proper implementation of
TQM, it can improve quality of products and services, improve company performance level,
reduce costs thus improving the company's competitive advantage in the global market, in
addition to this previous studies all agree that TQM is an approach to improving the
effectiveness and flexibility of a business as a whole i.e. it's essentially a way of organising
and involving the whole organisation; every single individual at every level or department.
This implies that for any organisation striving towards continuous improvement, each
individual of the organisation must acknowledge the other and recognise that each activity
(small or big) matters. From the literature review, it will be established that Human
Resource Management plays a crucial role in implementing TQM through reinforcing
human relationships, improving employee competence, and achieving culture change.
Quality gurus such as: W. Edwards Deming, Joseph M. Juran, Philip B. Crosby, Genichi
Taguchi, Kaoru Ishikawa and Walter A. Shewhart amongst others all agree on the
importance of a team based culture for organisations to continuously improve on quality,
perhaps the most popular of the quality gurus is Deming for his contribution to the
Japanese industry in the 1950's, all of their quality philosophies had the following points in
common:
Providing quality goods and services.
Customer focused (internal & external).
Production is optimised through team-work, transformational leadership and statistical
measurement.
The central focus of Total Quality Management and related approaches is customer
(internal & external) based, The external customer is the reason for a business to exist, and
by directing every operation of the internal customers (employees) of the of the
organisation towards the external customer satisfaction through continuous improvement
in quality. Research by Wilkinson (1992) and Collinson et al. (1998) amongst other
researchers opine that there are two sides to TQM a "hard side" and a "soft side", and that
the soft side emphasizes on the management of human resources, relationship between
employees and employers (teamwork), customer care and the hard side lay emphasis on
the technical aspect of an organisation. The soft side of TQM is mostly adopted by service
industries while the hard side is accustomed to manufacturing industries. The issue with
this "Hard" and "Soft" TQM concept is that most organisations fail to integrate these two
parts effectively, especially in the manufacturing industries which tend to focus on
production first and quality second due to their desire to meet the schedule. According to
Omachonu, V. and Ross, J., (2004) in the United states and other highly industrialised
countries the economy has shifted from manufacturing to service industries, indicating that
80% of workers globally are employed in the service sector. This suffices to say that quality
improvement can only be achieved through the actions of the humans in the organisation,
HRM is the practice adopted by organisations to achieve this goal, HRM can be defined as a
strategic and coherent approach to the management of an organisation's most valued
assets i.e. the people/humans working there who individually and collectively contribute to
the achievement of the organisation's objectives (Michael, A. 2006). The notion sustaining
the practice of HRM is that people are the organisation's key resource and organisational
performance largely depends on them. Therefore if an appropriate range of HR practices
and processes are developed and implemented effectively, then HR will make a substantial
impact on an organisation's performance. Although previous research has established the
fact that HR is crucial to performance, the general consensus from most of the research
especially that carried out by Purcell et al (2003) is that HR can make an impact by
contributing to the following:
The development and successful implementation of high performance work practices,
particularly those concerned with job and work design, flexible working, resourcing
(recruitment, selection and talent management),employee development (increasing skills
and extending the skills base),reward, and giving employees a voice.