I need you to verify that all the following requirements are met:Topic: Current TrendHR plays a significant role in helping organizations adapt to shifts in the external environment. For example, HR must recognize trends in the HR field (e.g., flexible workplace options); understand how those trends influence business (i.e., recruitment of the best and brightest); and facilitate change to ensure the organization maintains its competitive edge (compensation).Part1: Identify five changes in the professional world in the past five years. Highlight one positive and one negative implication of each change. Emphasize the importance of recognizing the need for strategic change in organizations in general and HR specifically.• What does this activity tell us about organizations?• The workplace is changing rapidly, and that trend will likely continue. How might employers adapt to these changes to be successful?• What does this activity tell us about HR’s role in organizations?Part2: Possible changes to emphasize (you may choose up to 3 of these, but you need to have at least 2 that you have identified on your own as well.:• Global competition/outsourcing. (Keyword: include HR)• Executive compensation.• Increasing benefits costs. (Keyword: Total Rewards, EVP)• Flexible work schedules. (Keyword: Work Life Balance)• Communication technology. (Keyword: Virtual work)For some items, be sure to focus on the impact for compensation and benefits specifically.I attached my project docIntroduction
A cursory review of the global business environment over the past few decades shows
that circumstances are complex and ever-changing. The task of negotiating these changes in the
most advantageous way from the perspective of an organization is given to Human Resources
managers. These managers must be cognizant of changes in trends in the professional world that
will affect the relationship their company maintains with its employees. If changes are not made
to an organization’s human resources management strategy, the risk is run of losing competitive
advantage to another organization that can provide more value to consumers. In recent years the
forces of technological innovation and globalization have significantly changed the external
environment organizations face. As a result of this quickening pace, human resources
management professionals must be aware of trends that may affect their organization. These
trends in the external environment to many organizations warrant an analysis to determine how
they could present challenges and opportunities for the maintenance of competitive advantage.
An analysis of trends within the past five years will illustrate the ongoing dynamic nature of the
global business environment.
Human Resource Management Systems
The first recent trend to be analyzed is one connected to recent technological innovations
allowing for more complex information systems, Human Resource Management Systems. An
HRMS is a, “combination of systems and processes that connect human resource management
and information technology through HR software,” (Rietsema). These systems provide an
opportunity for a fundamental change in the level of monitoring available to managers. Inherent
in the possibility for direct tracking of employee activity is both opportunity and challenge. One
positive opportunity is increased knowledge of operations for managers. Using this information,
managers can decrease labor costs, making the organization’s function more profitable. The
glaring downside of such systems is the resistance by employees. A German study found, “these
new technologies will not be accepted unconditionally and may be subject to bargaining and
conflicts” (Abraham). To navigate the dangers of such systems, human resource professionals
must strategically manage the transition to using such systems in a way acceptable to employees.
Human resources departments will need to craft effective training programs, maintain positive
labor relations, and support procedural justice. If the risks of HRMS are effectively managed,
organizations will likely build a competitive advantage through efficient operations.
Labor Relations
The second trend analyzed is the changing nature of modern labor relations. A Gallup
poll found that only 50 of millennials “strongly agree that they plan to be working at their
company one year from now” (Adkins). This trend affecting the HR Management field is a result
of the changing nature of the global business environment. Recent decades have seen labor
relations change due to market volatility, outsourcing of production, automation making some
labor obsolete, and many other developments. A positive opportunity as a result of these changes
is a streamlined business process facilitated by technological solutions, making innovation in
creating competitive advantage possible. A downside of this change could be mismanaging
changing relationships resulting in an inefficient restructuring of work. The role of Human
Resources professionals navigating the challenges of workers in an increasingly, “gig” economy
will be to align organizational goals with incentive structures for workers. HR professionals must
work to retain high-performing employees using incentive structures different from more
traditional methods. The task of maintaining beneficial labor relations will require HR
professionals to construct effective incentive structures withstanding quickly changing
circumstances.
Flexible Work Schedules
I think something very important in society right now, is the flexibility of work
schedules. Especially with everything that is going on in the world right now with the pandemic,
this is a really good learning opportunity for HR departments. Workplace flexibility includes
where the employee works from, the ability to create a work schedule that works best for them,
and the ability to schedule their workday however they want. “A 2018 survey found that 80% of
workers would choose a job that offers a flexible schedule over those that did not.” One positive
thing that comes from workplace flexibility is the amount of money and time the company can
save on hiring and training that employee. “The average company’s cost per hire is around
$4,000 to recruit, hire, and train one new staff member.” With workplace flexibility, you prevent
your workforce from leaving, (since you offer flexible scheduling) reaps significant cost savings
in the long run.
Flexible work schedules also result in improved employee engagement, attracting top
talent for that position, and improves diversity throughout the company. A negative effect that
this can have on employees is the fine line between work and home. Some employees do not
know how to differentiate between their work life and home life when they are at home. This
could mean that the employee has so much freedom, that a boss might not frown upon calling
them late at night since they are working from home. All in all, though, flexible work
arrangements can serve as a recruiting tool to help HR continue to attract and hire talented
people.
Executive Compensation
First, we need to understand what executive compensation is. “…executive compensation
structured to reward company performance and align executive pay with shareholder value. As a
result, unlike most other employees, a majority of executive pay is at-risk; in other words,
executives may never receive it. However, if executives and the company perform well, they
along with the company’s shareholders stand to gain much more from superior performance…”
Compensation policy is one of the most important factors in an organization’s success. Executive
compensation shapes and molds how the top executives behave, but helps determine what kind
of leaders and executives an organization is going to attract and retain.
The main positive implication that you can take away from executive compensation is
recruitment; effective pay for performance is going to attract top talent CEO’s and other
professionals. Executive pay also pushes for these leaders to follow through on their goal-setting;
linking motivation with rewards results in higher employee engagement for the company. Some
cons of executive pay may be that it’s not enough or not what the CEO’s or top leaders are
looking for. Like I mentioned earlier, in workplace flexibility; most employees prefer
“workplace flexibility over compensation.” “…nonmonetary incentives, such as work schedule
flexibility, paid time off and telecommuting options, may provide greater motivation…” Another
con that executive pay may face is the threat of losing a job due to poor performance. This
activity shows us that HR plays a very important role, in the organization’s business strategy and
the effects that it should have on the company’s mission statement and prolonged success.
Telecommuting
First, we need to understand the definition of telecommuting before further discussing the
telecommuting effect on companies and their employees. Telecommuting is “ narrowly defined
as the substitution of technology for commuter travel.” (K. Lister) In the last couple of years, the
way of working has changed dramatically from working in a traditional office setting to working
from their comfort at home. Many companies offer their employees to work from home.
According to Global Workplace Analytics, “ Forty percent more U.S. employers offered flexible
workplace options than did five years ago. But only 7% make it available to most or all of their
employees.”(K. Lister)
One of the pros of telecommuting is that it provides the freedom to both the employer and
employees. Employers can hire anyone outside of the state/country on the other side, employees
can also apply to different states/countries, knowing that they will not have to leave their homes.
One of the Cons about telecommuting is that companies’ managers face a hard time to manage
employers in the remote working environment.
References
Birnbaum, G. (2020). Executive Compensation Based on Performance. George
Birnbaum Law. https://gbirnlaw.com/blog/executive-compensation-basedperformance/
Bruns, B. (2019). Changes in workplace heterogeneity and how they widen the gender wage gap.
American Economic Journal: Applied Economics, 11(2), 74-113.
Groen, B. A. C., van Triest, S. P., Coers, M., & Wtenweerde, N. (2018). Managing
flexible work arrangements: Teleworking and output controls. European
Management Journal, 36(6), 727–735. https://doiorg.ezproxy.uakron.edu:2443/10.1016/j.emj.2018.01.007
Howington, J. (2020). The Benefits of Allowing Employees a Flexible Schedule. FlexJobs.
FlexJobs Employer Blog.
https://www.flexjobs.com/employer-blog/the-benefits-of-allowing-employees-a-flexibleschedule/
Jensen, M., & Murphy, K. (2014). CEO Incentives—It’s Not How Much You Pay, But How.
Harvard Business Review. https://hbr.org/1990/05/ceo-incentives-its-not-how-much-youpay-but-how
Kossek, E.E., Hammer, L.B., Thompson, R.J. & Burke, L.B. (2014). Leveraging
Workplace Flexibility for Engagement and Productivity. The SHRM Foundation.
https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expertviews/Documents/Leveraging-Workplace-Flexibility.pdf
Lister, K. (2020, October 10). Latest Work-at-Home/Telecommuting/Mobile
Work/Remote Work Statistics. Global Workplace Analytics.

Latest Work-at-Home/Telecommuting/Remote Work Statistics

Tang, G., Chen, Y., Jiang, Y., Paille, P., & Jia, J. (2018). Green human resource management
practices: scale development and validity. Asia Pacific Journal of Human Resources,
56(1), 31-55.
What Is Executive Compensation? (n.d.). Retrieved from
https://execcomp.org/Basics/Basic/What-Is-Executive-Compensation

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