- Simms (2019) notes the need for a more multi-disciplinary approach to HR in the future. ‘Most of the problems organisations face are big, hairy, complex and multidimensional, and HR people will have to collaborate with other disciplines, from artificial intelligence and data sciences to marketing and finance’.
- Identify ways in which the work of up to two of the disciplines can add value to the HR function.
- Discuss how the discipline(s) impact upon the HR function in your organisation.
- In a global age, the way in which economies are organised and managed is based on economic neoliberalism, which is derived from the ‘new right’ of the UK and America. Neoliberalism has been central to the economic models applied in a number of countries over the last 20 years, particularly in relation to free market economics, individualism, an agile workforce, minimum government intervention and an economy driven by private finance.
- Select any two principles of neoliberal economics and critically evaluate the extent to which they have been applied to a country of your choice.
- Outline the implications of neoliberalism for HR strategy.
- The United Nations has produced a set of goals, one of which is to achieve gender equality in employment and empower women and girls through education.
- Explain and justify why gender has been singled out.
- What role might HR managers play in helping to achieve these goals? Your answer must take an international perspective.
Include research and/or reading from professional and other reputable sources in your answer.
- In western countries the family is traditionally seen as a married, heterosexual couple with two children. This traditional family unit is increasingly changing.
Explain why these changes are occurring and discuss their implications for human resource management (HRM).
- Sustainable development is now high on the agenda of economists, environmentalists, and the owners of business. In terms of businesses and employment it is argued that a shorter working week could make a significant contribution to ‘sustainable social justice’ in three respects: safeguarding the natural resources of the planet; social justice and well-being for all; a robust and prosperous economy.
- Explain how one of the three factors above could contribute to more sustainable social justice.
- How far could your organisation restructure its work to achieve a 30 hour week for everyone? Justify your answer, including research and/or reading from professional and other reputable sources.
- Disciplines adding value to HR Function
The complex nature of HR adds value to HR function in that complexity is dependent on the economic volatilities and uncertainties of distinct business factors. This is in regard to value creation and sustainable profitable growth. As noted in HBR (2011) a complex system that is characterised by new technologies automations and routine transactions improve on the best strategies of offshoring and share services with multiple tactical elements of HR function being managed. As shown in figure 1, a complex multidisciplinary organisation practices adds value to the HR function in the identified areas;
Figure 1: Complex factors and HR Function Value Addition
In regard to the Artificial Intelligence (AI), this factor has a positive impact in transformation of the HR functions efficiency and performance. As identified in Gartner (2020) report, approximately 17% of the organisations are largely adopting the AI-based solutions in their HR function. According to the report, the AI impact on adding value to the HR function is in the identified areas shown in figure 2;
Figure 2: HR Function and AI importance
Data sciences adds value to the HR function by ensuring provision of a potential tool for appreciating the employees and their scope of engagement. This has a positive implication in transforming the scope and breadth of the HR function. As noted in CIPD (2020) introducing he people analytics concept, their role in adding value to the HR function is informed by the ability to use people data sourced from the HR systems including the payrolls, absence management and business information including he operations performance data. This is through provision of the people professionals and their stakeholders with relevant insights pertaining to their workforce, HR policies and initiatives. At the end, the people analytics can be appropriately be adopted in improvement of the evidence-based decision making. Hence, a summary of the extent in which the data science assists in improving the value of HR function is summarised in figure 3;
Figure 3: Data Science role in adding value to HR function
- Impact to my Organisation
My organisation is a telecom-based organisation in UAE. As a result, the nature of the company operations influences on the need of using artificial intelligence and data science in its operations. For the artificial intelligence, this is used in my organisation for improving the candidate and employee experiences. Also, a strategic practice is established, creativity in assigned roles required by the HR teams and their best practice. The outcome of this has been the organisation automating all their repetitive tasks, the low-value tasks. Also, the management and handling of the HR functions common issues and requests is improved.
For the data science use in my organisation, this is categorised into two different categories. These are using solutions for improving recruitment by ensuring that the organisation is selecting the appropriate individual for available vacancies they attempt to fill. Also, they ensure they provide reliable solutions for improving the overall employee experience.
Please click the paypal icon below to receive this assessment for only $15