Pre - Assessment Test

The Trends Shaping Human Resource Management

1. In HRM, performance appraisal of an employee.

A. Should be based on an employee’s self assessment
B. Should be handled at host country
C. Should be a mutual decision of both the home as well as the host
country
D. Should be taken care of by the home country

2. The process of locating and encouraging potential applicants to

apply for an existing or an anticipated job openings is
called_________.
A. Selection
B. Placement
C. Recruitment
D. Induction

3. What are the factors responsible for the growth of HRM?

A. Development of scientific management and awakened sense of social
responsibility.
B. The problem of how the available human resource could effectively
minimise the cost and maximise the production.
C. Technical factors, awakening amongst workers, attitude of the
government, cultural and social system.
D. All the above.

4. Whom does Human relation approach refer to?

A. Worker, who should be given humanly treatment at work.
B. Mutual cooperation between employer and employee in solving the
common problems.
C. Integration of people into a work situation that motivates them to
work together to achieve productivity and also economic,
psychological and social satisfaction.
D. None of the above.

5. To calculate the need for manpower on the basis of the average

loss of manpower due to leave, retirement, death, transfer, discharge,
etc. is known as____________.
A. Work load analysis
B. Workforce analysis
C. Job analysis
D. Forecasting

6. What are the current trends affecting human resources?

7. What are the most important workplace trends affecting HR today?
8. What trends will shape human resource departments over the next
five years?
9. What are some future trends and challenges for human resource
HR management?
10. How globalization is changing the trends of HRM?
THE TRENDS
SHAPING HUMAN
RESOURCE
MANAGEMENT
Human Resource Management Training
Program
Human Resource Management Content
1. Assess training needs
2. Set organizational training objectives
3. Create training action plan
Workfore Demographics and Diversity
Trends
Trends in How people work
Globalization Trends
Economic Trends
Technology Trends.
4. Implement training initiatives
Gather data and create reports.
Predict and analyze based on trends,
then intervene.
5. Evaluate & revise training

 Training Needs
Assessment (TNA)

There are three main areas of accurate assessment

of training needs:
Employee skill level
Employee skill usage frequency
Employee skill level is important to job
performance
HUMAN RESOURCE MANAGEMENT

What are Training

Objectives?
Training objectives are the predefined and measurable outcomes that employees
expect to achieve upon completion of the training program.

CREATE TRAINING
ACTION PLAN

Workfore Demographics and Diversity

Trends
 The Trends Shaping HRM

Technology Trends Trends in How people Globalization Trends

work

Economic Trends
 Implement Training Initiatives

GATHER DATA AND PREDICT AND OFFICIALLY

CREATE REPORTS ANALYZE BASED ON LAUNCH, PROMOTE
TRENDS AND PROCEED

Evaluate and revise

training
Training evaluation is the
systematic process of
analyzing training programs
to ensure that it is delivered
effectively and efficiently.


 Post - Training Quiz

1. A process of making workers highly skilled, with the help of on the
job training and formal learning is________.
A. Job rotation
B. Off the job training
C. Job instruction training
D. Apprenticeship training
2. Training concentrates on_______.
A. Coaching the members of an organization how to perform effectively
in their current jobs
B. Expansion of the knowledge and skills of the members of an
organization
C. Preparing the employees to take on new responsibilities.
D. None of the above.

3. The process of enhancing the technical skills of workers in a short

period is called
A. Training
B. Development
C. Education
D. None of the above
4. Training need analysis takes place during which phase of the
training process?
A. Deciding what to teach
B. Deciding how to maximize participant learning
C. Choosing appropriate instructional methods
D. Determining whether training programmes are effective
5. Training is most effective in resolving
A. Skill gaps
B. Attitudinal problems
C. Poor motivation
D. Attendance issues
6. What demographic trends are changing today's workforce?
7. What are some demographic characteristics that affect workforce
diversity?
8. Why do managers need to understand economic trends?
9. What trends are influencing human resource management?
10. How technology will affect the future of HRM?
 4/25/2022

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People are resources and invaluable assets of every business. For business to succeed, every business wants to enhance its workf
human resource strategies to the latest trends. the Human Resource Management industry has had significant changes
An effective training program for employees should be built by following a systematic, step-by-step process.
The first step in developing a training program is to identify and assess needs. Employee training needs may already be established in th
strategic, human resources or individual development plans

A training needs assessment (TNA) is an assessment process that companies use to determine performance requirements and the k
skills employees need to achieve those requirements. bridge. There are three main areas that are considered accurate assessor

- Employee skill level

- Employee skill usage frequency
- Employee skill level is important to job performance

One of the outputs of the training needs assessment is a list of who needs what kind of training
The training needs assessment process (organizational, task and individual) will identify any gaps in your current training initiatives and
These gaps should be analyzed, prioritized, and turned into the organization’s training objectives. The ultimate goal is to bridge the gap
and desired performance/knowledge through the development of a training program that has business goals at its core.

Training objectives are the predetermined & measurable outcomes that your employees are expected to achieve after completing
These objectives should clearly communicate the tangible benefits of the training program in a way that engages and resonates
defined training objective consists of three main components: performance, condition, and criteria.
The next step is to create a comprehensive action plan that includes learning theories, instructional design, content, materials and othe
Resources and training delivery methods should also be detailed. While developing the program, the level of training and partici
to also be considered.
- Workfore demographics and diversity trends is an important factor affecting a business's workforce.
- The workforce is increasingly aging and multi-ethnic.
- In the United States, Demographic Trends - The Workforce is becoming older and more financially diverse is changing older Amer
the workplace.
- By 2020, it is estimated that workers 55 years of age and older will make up 25% of the U.S. civilian workforce, up from 13% in 2000.
- Individual workers are tending to stay in the workforce longer and retire later.
- "Aging workforce," making it difficult to find replacement workers.
- Demographic trends are also making it harder to find and retain quality employees.
- The technology trend - the strong development of technology, virtual design environment and Internet-based delivery system has
become more competitive. Employer use new mobile applications to monitor employee location and to provide digital photos at t
location to identify workers.
- Trends in How people work - the work is increasingly changing due to the rapid development of technology. The dramatic increa
allowed manufacturers to do more with fewer employees. This trend is divided into three types of jobs. High-tech jobs require wo
education and skills. On the service jobs side, Most of the new jobs created are and will continue to be in the service sector. knowledg
capital, which requires expertise, skills and knowledge of employees for each business.
- Globalization refers to the tendency of companies to expand their sales, ownership or production activities into new overseas
promotes competition for businesses. More competition means pressure to reduce costs, make employees more productive and do t
less
- Global Economic Trends has had a profound impact on human resource management with impacts on everything from talent manage
outsourcing, investment strategy, salary, management property management and business development.
- 62% of Americans who did not attend college are seeing “unemployment rates twice as high and less than half the wages” of tho
- Unemployment is falling rapidly, and that should lead to stronger wage growth.
The implementation phase is where the training program comes to life. Organizations need to decide whether training will be d
externally coordinated. Program implementation should consider employee engagement and learning KPI goals, as well as thoroug
scheduling of training activities and any related resources (facilities, equipment, create questionnaire process etc.). The training progra
launched, promoted and conducted. During training, participant progress should be monitored to ensure that the program is eff
 the training program should be continually monitored. In the end, the entire program should be evaluated to determine if it was
training objectives. Feedback should be obtained from all stakeholders to determine program and instructor effectiveness, plus k
acquisition. Analyzing this feedback alongside an employee performance review will allow the organization to identify any weakne
built a more robust Employee Experience Management (EXM) strategy.