Suresh Herath - MBA - LMU

Artificial Intelligence in HRM   Human Resources (HR) is one of the most important aspects of any organization since it is closely linked to the lives of the individuals who work for it. To be effective and productive, employees require a well-communicated and healthy work environment. HR's job is to ensure that every employee feels comfortable and receives the necessary assistance, as well as to provide them room to express their creativity, intelligence, and empathy in order to do exceptional work. Artificial intelligence, which is currently one of the most advanced and rapidly developing technology, has greatly aided the HR department. The majority of low-value HR duties are automated and completed by AI, allowing greater attention to be focused on the strategic scope of work. By analyzing enormous volumes of data fast and reliably, AI has the potential to change employee experiences in a variety of ways, from recruiting to talent management.   Applications of AI i

  Work from Home Working from home expands the range of possibilities for how firms might operate and structure themselves. With the onset of the coronavirus (COVID-19) pandemic, working from home has allowed some employers the flexibility they need to keep their businesses running while prioritizing employee and customer health as part of their public health responsibilities.   Working from home was on the rise prior to the coronavirus epidemic, as many firms recognized the benefits to their businesses and improved work-life balance for their employees. Even if you don't think working from home will benefit your firm, employees with 26 weeks of service have a legal right to seek flexible work arrangements, such as working from home, and you, as an employer, must seriously consider such requests. Advantages of Working from Home Flexibility and Agility - Working from home allows us greater flexibility and agility in scheduling. Employees may be better positioned and more wi

 Recruitment and Selection   The HR department's primary responsibility is recruitment. While HR is involved in a variety of areas such as employee engagement, development, statutory compliance, data management, and many more, one of the most important areas of attention for HR is attracting, selecting, and onboarding qualified individuals for the firm.  Importance of a Good Recruitment and Selection process The process of attracting suitable individuals for a job role is called recruitment, and the process of identifying and selecting the best candidate for that job is called selection.  The contributions of each employee are critical to the survival and prosperity of a company. As a result, choosing the correct individual for the position is critical. A terrible hire can effect overall business success in the same way that a square peg can not fit in a round hole.  When you select the wrong applicant, the cost to your company is sometimes considerably more than not hiring anyone 

   E - HRM   E-HRM is the integration of all HR systems and activities using the web based technologies. Simply, when HR uses the Internet or related technologies to support their activities, procedures, processes, then it becomes an e-HRM.      Through e-HRM, the HR manager can get all the data compiled at one place and can make the analysis and decisions on the personnel effectively.   Types of e-HRM   Operational e-HRM:  This type of e-HRM is concerned with HR's operational responsibilities, such as payroll, employee personal information, and so on.   Relational e-HRM:  This type of e-HRM is concerned with supporting business activities such as training, recruitment, and selection.   Transformational e-HRM   :  It deals with HR strategies and activities like knowledge management and strategic orientation.   E-HRM Activities E-Recruitment   Companies are increasingly using internet recruiting, sometimes known as online recruiting. Companies generally hire applicants through e-Rec

  Employee Wellbeing   Employee wellbeing   is described as your employees' total mental, physical, emotional, and financial health. Various variables influence it, including their connections with coworkers, the decisions they make, and the tools and resources they have access to. Employee happiness is influenced by hours worked, compensation, and workplace safety.   Employee wellness should average out to a level that allows for a productive and healthy workplace, while it will vary from person to person. Employee happiness is influenced by a variety of things. Workplace stress stems from a variety of sources, including housing, health, and family. Employers, on the other hand, can admit they have little control over what happens after hours while still claiming responsibility for what they can do for their workers.   According to Alight's recent employee wellbeing study, less than half of U.S. employees had a good outlook on their overall health. Even as employees return to 

  Job Security   In a word, job security is the confidence that a person will be able to keep their employment in the near future with minimum outside pressures. In most cases, a company can provide stronger job security to its employees during periods of economic boom, and vice versa;  job security is usually poorer during times of recession. Job security varies by industry and niche: occupations in law enforcement and health care are often more 'secure' than jobs in the private sector. Some of the most important elements affecting employee job security in an organization are listed below:   Economic conditions as briefly discussed above Business conditions. If the business is booming, then it can keep more employees Local legislation regulating labor termination. Some places allow more painless termination than others, which might affect job security Individual factors of the employee from performance, education, work location, experience, and so on Labor organizations (union

Performance Management Virtually every organization encompasses a performance management system that's expected to accomplish variety of important objectives with reference to human capital management. The objectives often include motivating performance, helping individuals develop their skills, building a performance culture, determining who should be promoted, eliminating individuals who are poor performers, and helping implement business strategies. there's little doubt that a performance management system which may accomplish these objectives can make a awfully positive contribution to organizational effectiveness, but there's less clarity about what practices make a performance management system effective. Step 01 - Goal Setting Setting goals is that the process of selecting a group of objectives to realize over a period of your time. it's the performance criteria against which an employee are going to be judged. Individual employee performance goals should ideally

  Training and Development     Training and development is very essential at all employee levels, due to the reason that skills erode and become obsolete over a period of time and has to be replenished (Nishtha and Amit (2010). Most companies place training and development at the bottom of their priority list. It is generally at the insistence of the human resources department that it is arranged. Organizing proper training and development sessions for staff, on the other hand, has huge value. Employees can learn new skills, polish old ones, improve their performance, increase productivity, and become better leaders through training. Because a firm is the sum of its employees' individual accomplishments, companies should do everything possible to ensure that employees perform at their best. W hy training and development are very important Orientation for New Hires For new staff, training is especially vital. This can be done by someone from within the firm and should be used to bri