GayanMara-HR-MBA24

What is organizational change management? Organizational change refers to steps taken by an organization to modify a major aspect of its operations, such as its culture, technology, infrastructure, or internal processes. Organizational change management is the process of managing change to achieve a successful outcome (Stobierski, Tim, 2020).                                                                                             Figure 1: Change Management Why is organizational change management important? ⦁ For businesses to succeed and expand, they must undergo organizational change (Stobierski, Tim, 2020). ⦁ Change management is responsible for the successful adoption and implementation of change in the workplace (Stobierski, Tim, 2020). ⦁ Company transitions can be difficult and costly in terms of both time and resources without good organizational change management (Stobierski, Tim, 2020). ⦁ Employee morale and skill development will suffer as a result of ineffective c

What is Human Resource Risk Management?                                                                                                                                                              Figure 1: HR Risk Management. Human resource risk management analyzes possible employee-related risks to the organization so that problems can be avoided before they occur. If an organization guarantees that all of its employees are happy at work, it will be protected against potential problems (Jotform, 2022). Why is HR Risk Management Important? HR risk management plays a critical role in keeping the organization and its employees satisfied and focused on the company's goals. Therefore controlling risks related to compliance, the hiring process, and employee growth is critical to organizational success (pecb, 2021).  HR managers should be aware of the following risks (Jotform, 2022). ⦁ Violation of software security and disclosure of confidential employee information. ⦁ Background

                 Figure 1: Workplace Stress Management. The Effects of Stress on Employees   (welcoa, 2021). ⦁ Difficulty in making decisions. ⦁ Reduced productivity and efficiency at work. ⦁ Increased frustration. ⦁ Difficulty with concentration. ⦁ Forgetfulness. ⦁ Communication issues. ⦁ Anxiety, worry, and nervousness. ⦁ Absenteeism. Benefits of Stress Management in the Workplace 1) Employee Turnover is reduced. Employees who learn to manage their stress can reduce turnover rates. Employees are more likely to leave jobs if they are unhappy with various aspects of working for a certain organization. They should learn stress management because it will help them cope with work-related stress. With reduced stress, employees will be happier and more productive, resulting in lower turnover rates (Ambani, Stacy, 2022). 2) Improves job satisfaction. Employees who use stress management can also gain job satisfaction. If employees are happy and stress-free, they will likel

  What is Talent Management?                                                                                                 Figure 1: Talent Management Attracting and maintaining high-quality employees, expanding their abilities, and consistently motivating them to enhance their performance are all part of talent management (valamis, 2021).                                                                                                              Video 1: Talent Management(GreggU, 2016) . Objectives of Talent Management. 1) Performance Improvement. The goal of the talent management process is to improve employees' present performance and prepare them for advancement to the next level. It presents them with challenges, allows them to demonstrate their abilities, and allows them to contribute significantly to the company's success (Saraswat, Anannya, 2019). 2) Making Correct Decisions. A good talent management approach helps in making important decisions about employee hiri

  What is Equal Employment Opportunity?                                                                                                                                         Figure 1: EEO T he principle of treating everyone equally in terms of employment is known as an equal employment opportunity. There are no barriers to employment based on race, gender, religion, ethnicity, color, age, disability, or other considerations (Vantagecircle, 2022). Benefits of Equal Employment Opportunity, 1) Helps employees to advance in the workplace. Equal Employment Opportunity contributes to the elimination of possible obstacles that may restrict employees from advancing in the workplace (workfast, 2018). 2) Improve chances of finding the right talent. Employers who have EEO measures in place are more likely to attract a diverse pool of qualified candidates. This is because candidates know that if a company is known for implementing EEO, they will be considered on their own merits, which attra

What is artificial intelligence?                                                                                                                       Figure 1: Artificial intelligence Artificial intelligence is a technology that enables computers to learn from data and make or recommend decisions based on that data. Artificial intelligence may be used in a variety of ways in human resource management to streamline procedures and increase productivity (Northeastern University, 2020). Among the many AI applications in the human resources sector, HR managers should anticipate seeing changes in, 1) Recruitment and onboarding. ⦁ AI can help employers find skilled people faster and more simply than ever before (futuresandcareers, 2021). ⦁ By maintaining a database of former applications, AI plays a crucial role in candidate rediscovery (futuresandcareers, 2021). ⦁ AI can speed up the application process by creating more user-friendly forms that job seekers are more likely to finish,