Discussion Reply- Response 1-2 paragraphs with 1-2 references

Rebecca

Within the changing trends regarding societal expectations, technology, and risks, there are many aspects of HR which will be greatly affected, and may require substantial adjustments. One example of this within the people competency and employee engagement and retention is the growing expectation of employees to expect added flexibility and autonomy in the workplace. Additionally, this change results in even greater challenges, due to the varying spectrum in which employees’ value or expect this. Therefore, HR must be able, and willing, to obtain information from employees to gage how important this is to them, and what processes would produce the greatest positive effects on the employee’s engagement and retention. In other words, HR must contain the ability to be flexible and adaptive to employee’s needs, while also being willing to implement strategies and processes that will meet those needs.

Next, future trends also inflict changes on risk management within the workplace competency regarding privacy. Privacy and cyber security are increasingly becoming critical issues which must be addressed. HR possesses detailed personal information for all employees within the organization, which can no longer be protected by locking paperwork up in a filing cabinet. Instead, this information is increasingly being stored in digital formats, which can be hacked or compromised internally or externally. Therefore, HR must enlist the assistance of sufficient firewalls, password protections, and other safeguards to ensure this information is secure.

Finally, beyond affecting the people and workplace competencies, future trends can also affect performance management within the organizational competency. One such trend involves the implementation of self-service technology. This trend provides extensive benefits to HR by automating and standardizing the process, therefore improving efficiency and equity, but also meets employees needs by providing them additional control and influence within the appraisal process by providing them with more direct access to their performance reviews and its contents.