SHRM Beyond COVID

Image Source:westernoffice.net Introduction In today's digital age, technology has completely transformed the way businesses operate, including how they acquire talent. Recruitment, which used to be a manual and time-consuming process, has become more streamlined and efficient thanks to technological advancements. (D'Cruz, 2023) In this blog, we will explore how technology is changing HR recruiting and the ways in which companies can leverage these innovations to acquire the best talent. AI-powered recruitment software One of the biggest technological advancements in talent acquisition is the use of Artificial Intelligence (AI). AI-powered recruitment software is helping HR professionals sift through resumes, screen candidates, and even conduct initial interviews. This became particularly relevant as organisations started hiring remote workers, international workers & outsourced workers. Due to practical limitations, HR teams had to shift their recruitment processes online ...

Image source: www.thomas.co Introduction The way we work and our expectations from work have been transformed by the Covid-19 pandemic. While this trend may have been gradually emerging, the outbreak made it apparent that work can be modified and tailored to suit personal requirements. In this blog post, we will discuss how talent management has evolved post-pandemic (Mapes, 2022) What is Talent Management? Talent management encompasses all HR processes to attract, develop, motivate, and retain high-performing employees. (Vulpen, 2023) Video Source: https://www.aihr.com/blog/what-is-talent-management/#What What is the talent management loop? There are six main areas of the talent management loop: attracting talent, recognising talent, nurturing talent, engaging talent, retaining talent, and deploying talent. Source:https://professionalleadershipinstitute.com As per the Professional Leadership Institute (2022) the 6 steps are explained as follows; 1. Attracting Talent The ability t...

Image Source:https://www.communicatingpsychologicalscience.com Introduction Given the immense challenges brought upon organisations since the pandemic, managing change has never been more important. Organisations can literally rise or fall due to an ill-executed strategy. In this series of blog posts we have been looking at how SHRM has evolved since the pandemic and today we focus on how one of the most classical theories on change management can be adapted to workplaces post-pandemic. What is Lewin's change theory model? Developed by Kurt Lewin in the 1940s, Lewin's change theory model is a framework that describes three distinct stages that people go through when they experience change: unfreezing, changing and refreezing. (Indeed Editorial Team, 2023) .  Source: /firestartersolutions.co.uk As per ( Juneja  2022) The 3 steps are defined as follows; Stage 1 - Unfreezing: The first stage of change management is crucial, as it involves preparing people for the transition by ...

Source: www.techjockey.com Introduction As we emerge from the throes of the pandemic, organisations across the globe are facing a pressing issue: how to reignite the enthusiasm and commitment of their employees in the post-COVID era.  Fortunately for corporate leaders and HR practitioners alike, Herzberg's Two-Factor Theory may offer a solution by looking at hygiene factors and motivators that affect employee morale. Motivation is too big a topic to cover in one blog post, so be sure to check out Part 1 where we looked at Maslow's Hierachy of needs . What is Herzberg's Two-Factor Theory Herzberg's Two-Factor Theory is a psychological theory on motivation in the workplace developed by psychologist Frederick Herzberg in the 1960s.  As per Masterclass.com (2023)Herzberg’s theory broke down workplace needs into two categories: hygiene factors that determine the basic level of stability & job security, and motivation factors that give employees a sense of satisfaction Ex...

Photo Source: https://www.funktionevents.co.uk/team-building/blog/maslow-hierarchy-needs Introduction Maslow's Hierarchy of Needs is a widely-known motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid as the diagram below. From the bottom of the hierarchy upwards, the needs are: physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization. (Mcleod, 2022) Source:Plateresca / Getty Images While the theory has been a mainstay in trying to understand human behavior and motivation for over 80 years now, some have begun to question its validity in recent years. In this blog post, we will explore the debate around the relevance of Maslow's Hierarchy of Needs and discuss how HR managers can continue to use it as a tool in better gearing for employee well-being, safety, and security in the post-COVID world. The Validity of Maslow's Hiera...