Communicating and Problem Solving

Running Head: Trends in Human Resources Management

Trends in HRM

SAMPLE DRAFT

Project 2

Annotated Bibliography: Trends in Human Resources Management

Communicating, Problem Solving, and Leading in Professional Fields

The Human Resources Management field has innovative trends that focus on how to capitalize on employees’ knowledge, skills and abilities that can be used to accomplish the company’s goals and objectives. Strategical planning and being more actively involved in the day-to-day operations are also current trends. Ongoing digital changes have a huge impact on businesses as well as HR trends. Many employers appreciate having that mid to high level managerial support that cushions the middle of the employment hierarchy. The traditional means of operating a business have taken on new and improved developments; and for the most part, these changes are across the board and continue to evolve with time and changes.

Four business trends for 2016 you can't ignore. (2016). Business Journal Serving Fresno & the Central San Joaquin Valley, (325059), 22.

This brief article provides a few business trends for 2016. In the article, it is propose that that mission driven companies, cloud analytics and mobile engagement are upcoming trends to look out for. Each of the four trends are described as well as how each trend impacts the business world with an interest in how technology can improve services.

This source of information can be used to show the importance of keeping up with modern technology. I can use this information to strengthen my claim that it is more feasible and economical to invest in technology than to not keep up with the trend. . For stance, a human resource professional could work more efficiently by hosting a webinar or video conferencing instead of an in-office meeting.

Banerjee, S., & Blau, D. (2016). Employment Trends by Age in the United States. Journal Of Human Resources, 51(1), 163-199.

This report provides a chronical review of an employment trend according to age and how the younger group differs from the older group of workers. The study originally analyzed various factors such as age, gender, job tenure and the reasons why the labor force changes. The authors base some of their findings on research that had been conducted during the 1960’s through the 1980’s and compare the information to today’s standards. Three important topics covered are 1) changes in the demographic composition, 2) changes in Social Security reforms and 3) changes in the educational composition.

This information was quite informative and interesting as it applies to both older and younger individuals in the workforce. This material can be used to provide insight as to what is important to older employees versus the younger generation in the employment arena.

Harnish, V. (2015). 5 Key Trends to Master in 2016. Fortune, 172(8), 52.

The author describes five trends that should be mastered to be successful in business. One suggestion was to discontinue using the traditional title of manager and replace it with the title of coach. Two other suggestions offered were to build ecosystems to support scale-ups to increase business and to incorporate freelance workers versus in- office staff. The author also suggests educating employees on the true cost of health care benefits. Lastly, the author declared that companies who are not just profit-driven are a hot commodity for job seekers and suggested companies should look into becoming a “B Corp” (which according to their website is “new type of company that uses the power of business to solve social and environmental problems”).

The article was brief and to the point in regards to constant changes and suggested how a business could thrive by mastering strategic trends. I believe a HR professional could use this information to be knowledgeable of shifting improvements. I could use this information to substantiate the importance of healthcare benefits to both employees and employers. From an employee’s viewpoint, this generation of workers enjoys the option of having flexibility; also work/home balance provisions are important. Employers are always looking for ways to reduce their budget and healthcare has become an increasing line item. I do not know much about the freelance option, but would be interested in learning more.

Altman, I. (2015, December 1). Top 10 Business Trends That Drive Success In 2016. Retrieved from Forbes.com: http://www.forbes.com/sites/ianaltman/2015/12/01/top-10-business-trends-that-will-drive-success-in-2016/#52b968c75571

In this article the author presents more modern approaches that can help make a business successful. Altman reports on current trends that, according to him, have not surfaced into mainstream. First on his list is Connecting Customers which basically is branding the company by building working relationships. Next is “Embracing Millennials”, this method takes into consideration the current generation, their fresh ideas and thinking outside of the box. Third, the author states that a company should invest in their staff with appropriate training, career development and mentoring. Another trend that was suggested was to focus on Strength-Based Leadership which targets employees’ weakness then work on improving them. Altman’s next suggested trend is offering extended services to accommodate the consumer. The next trend suggested investing in the company’s culture and customer service. Measurable results are another trend that focuses on customers’ satisfaction. Capturing, engaging and retaining both employees and customers’ attention are another focal point that Altman mentions. Being competent and unbiased on what your company can and cannot offer will be a valuable trend, according to the author. Lastly, Altman declares that roles are changing in the workplace and suggests broadening staff’s expertise in order to easily resolve complaints and issues.

This author makes valuable points throughout the article. Altman focus on the evolution of trends; and how important it is to hone in on training, development, mentoring, improving customer service, enhancing employees’ talents, strengthening leadership qualities, measuring results, and being honest with customers as vital contributions for a business. I do believe that some of his suggested trends are not new in the business environment; however, Altman’s material can be used to support the theory of how important the Millennials’ attributions and viewpoints are in revitalizing businesses.

Human Resource Management. (2013, August 21). Current Trends in Human Resource Management. Retrieved from hrwale.com: http://www.hrwale.com/current-trends-in-human-resource-management/

This article details ten factors to consider in the ever-changing business world. The author recognizes the influence that globalization has on human resource personnel, as well as embracing a diversified work culture. Providing and maintaining a “family friendly organization” that allows flexibility in work schedules and other employee friendly benefits such as daycare are also mentioned as being important factors. The author also addresses the change in skill requirements, how best to handle corporate downsizing, how to improve quality and productivity, contingent workers, telecommuting and employee involvement concepts.

The author presents factors that are vital to employees. This article confirms how essential work/life balance benefits are to this generation of workers as well as other elements that human resource should consider when evaluating benefits. Employers are trying to appeal to the public and trying to attract the right individuals. I can use this information to show how the role of human resource professionals is changing and employees are looking for in potential employers.

Brock, M. E., & Buckley, M. R. (2013). Human Resource Functioning in an Information Society: Practical Suggestions and Future Implications. Public Personnel Management,

42(2), 272-280.

This report provides an account of how the working world has shifted from industrial- based to an information age/knowledge based environment and the challenges that come with that transformation. The report highlights the expectations of the human resource staff from the traditional sense to the most current state. According to the authors, the role of human resource personnel has changed to a more strategic role of human resource management. The authors offer human resource professionals recommendations that they deem important and that can be used in today’s working atmosphere.

In this report, the authors deliver valuable suggestions for human resource management team. It also makes a comparison of the tradition and current role of human resource personnel. This information can be used to show how the role of the human resource staff has evolved. The suggestions that the authors provide can be incorporated in my line of work as far as recruiting, selecting and retaining employees.

Haak, T. (2015, December 1). 11 HR Trends for 2016. Retrieved from The HR Trend Institute: http://hrtrendinstitute.com/2015/12/01/11-hr-trends-for-2016

This article compares the most current changes to a previous list of developments in human resources. The author provides what he considered revisions made since 2015 in the human resources field and the impact each trend has in the workplace. The author presents his suggestions that include innovative programs, returning to the office versus working remotely, obtaining feedback, using expensive HR information system, treating employees as individuals, searching for new talent, external benchmarking and keeping it simple.

The author outlines eleven areas that would surely influence the direction of the workplace atmosphere. This information can be used to support the ever-changing market and innovative trends being used in the human resource field. There was only one trend that I did not fully agree with and that was having employees return to the office instead of telecommuting. I believe more research needs to be conducted to support that claim because most articles that I have read favors the flexibility of working remotely. However, the other information contained in this article will be useful in supporting factors that are important to human resource management.