Trends in Leadership and Management

Workers experience is based on evolving human resource trends. Over the last decade, there have been different changes in the employee experience and inclinations. One of the fads seen over the last ten years is the cultural alterations. This is highly concomitant with organizational culture but also lies on particular employee cultural shift. Culture change also consists of demographic and attitudinal alternations; also, the evolution of culture has been linked with political conditions and the new generation of young persons that are coming into the workforce in large numbers. This form of cultural change is based on new standards that have come up in the past few years and have promoted a alteration that is unavoidable. Another employee experience that has developed over the years is diversity and inclusion. This is the scheme of putting persons of diverse origins in different departments of an employees setting. This is a current issue and very evident in the recent politics. The diversity and inclusion technique as an employee experience has not only boosted tremendously success of different companies but has also received praises continuously from company executives. Lately, diversity and inclusion have shifted from being an option to an anticipation for several companies. Measuring the employee experience is another trend that has occurred in the last years. This has made a shift in focus from the ancient view of budget dedication as compared to experience in getting the proper analysis. In marketing, especially several companies have seen the need to anticipate more profit when they put their effort more on training their employees more on argumentative and convincing skills than when they employ many resources (Noe, 2007).

Data tracking is comprised of management and security of information. The past ten years have seen several trends in the ensuring of complete data management and record keeping for companies. Since there have been several changes in the information technology systems globally, it has called for an increased update in business data management. The last ten years has seen an upgrade in data collection (Lawler,2015). Data collection update has been done to keep away from the tedious information gathering. It comes with a simple and modern technique of managing and keeping data updates. This also come with the clear, analytical data procedure that has a method of ensuring ways of employee compensation and even hiring. Data collection upgrade is a aimed at ensuring data security and management. The addition of biometrics in the data tracking systems has been seen as a way of tracking employee work schedule scorecard. The old method of using cards to analyze this has stopped and recently most companies expressed satisfaction in the application of the biometrics system. Even though employees can still downplay this system, the biometrically ensured scheme has changed tremendously to ensure compliance with terms. Another latest trend in data tracking is the upgrade to integrated workforce management, which brings all company department together to pull up together on output and overall performance. This through information sharing ensuring that everyone is involved in employee productivity and decision-making. Finally catering to millennials is a trend since over the past ten years as rising steadily in the data tracking of companies.

Social tends in workplaces have immensely developed over the last four years due to the developments in the IT field and other related fields. Due to the rise in the use of social media globally, work settings have not been left out. Social media has contributed a lot to changing trends in the workplace socially. This has come significantly with the attitude of collaboration in the workplace since people can associate freely and interestingly thanks to social media (Purce, 2014). The downfall of the large hierarchical barriers is through the help of social communication in the workplace. Another social trend is the collective knowledge sharing that also is contributed by use of social media. The exchange of knowledge has grown over the years to be a significant trend in most companies and empowered employees. It comes distinctively away from the old technique of exclusive relationships the are were trainer-trainee based. Recently the emergence of virtual face-to-face interaction has been seen as a major way affecting employee engagements positively and is helpful in reducing stress and increasing productivity. Finally, cloud storage is a major trend that has risen in the past and is seen to enhance socially collective responsibility of data management.

The last decade has seen demand for data analytical tools in the workplace.Use of data sources such as online streams are part of the several hardware that is primarily involved in analytical calculations across several servers but at the same time. Use of such tools has been embraced for a long time by different companies in the creation, analysis, and structuring of data. This is different in comparison with the use artificial calculators that lacked memory and had no capacity for storage ten years ago. This is because of urgent and genuine need for structured data by current companies.

The five generations in the workplace are both included in workplaces, and though they come with diversity, they still pose challenges in employee engagement and collaboration. The five generations that are found in workplaces include Traditionalists that are the oldest and wisest. They tend to believe in traditional ethics of work and look more for the experience. The baby boomers are the hardworking and quite loyal and are born between 1946 to 1964 are deemed, workaholics. They can quickly adjust to challenges in workplace. Next, comes the generation X that are employees born between 1965 to 1976 and the challenge these employees face is the split personality from other generations. They are technologically shrewdness and .have a great rapport with management. Generation Y are born between 1977 to 1997 and are the largest generation in the workplace. They are impressed by job titles and have the belief of good poor performance to earn titles. The are techy and need regular training and internships for career development.

Summary

Human resource as the department in organizations is dependent entirely on the efficiency of employees. Alterations in trends over the last ten years have had several influences on human resource departments. It has to improve on different recent needs by the employee on several issues leading to higher budgets. The modern technology that has arisen in the last decade has ensured the department goes a bit further in providing employee satisfaction and conducive work environment. These among several others show the impact of trends in business that affect human resource management.

References

Lawler III, E. E., & Boudreau, J. W. (2015). Global trends in human resource management: A twenty-year analysis. Stanford University Press.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2007). Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin.

Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.