Emerging Trends in HR Industry

The report discusses emerging trends in the HR industry, highlighting the impact of technological advancements, such as artificial intelligence and virtual teaming, on HR practices. It also examines the influence of globalization on managing equality and diversity, as well as learning over employment laws. The study identifies five personal skills required for graduate roles in HR, including negotiation and decision-making.

Career View point

TABLE OF CONTENTS
1 INTRODUCTION........................................................................................................................3
2 ANALYSIS AND APPLICATION..............................................................................................3
2.1 General trends of HR industry...............................................................................................3
2.2 Required skills, experience and knowledge...........................................................................5
3. EVALUATION...........................................................................................................................7
4. CONCLUSION............................................................................................................................7
REFERENCES................................................................................................................................9
APPENDIX....................................................................................................................................10

1 INTRODUCTION
Career view point is essential for the graduate students as it helps the individual in
determining growth in particular field. The study is based on view of individual over HR
industry which is essential for planning, controlling, executing and directing of business
activities. The aim of report is to outline trends of human resource industry to outline opportunity
of growth. Further, the study will depict skills and areas of expertise which are necessary for
graduate seeking to enter in HR industry. Thus, the findings of study will depict information
which is essential to for the individual career planning.
2 ANALYSIS AND APPLICATION
The discussion in this section will reflect trends of HR industry like technological changes,
impact of globalisation and facts impacting trends of industry which can restrict growth and
future career planning of graduate.
2.1 General trends of HR industry
Current Technological trends in Human resource Industry
Artificial intelligence is crucial part of Human resource industry because it helps in data
mining which supports decision making regrading hiring of candidates. According to Direnzo,
Greenhaus and Weer, 2015, E recruitment is also trending part of HR industry where the
professionals are focusing on pooling talent across the globe. This is beneficial for the Human
resource industry because it helps in making quick decision regarding staffing like which
candidates to select for a specific role or job profile and what attributes and qualities in their
profile will be a fit for the particular job role of the company’s. Further, VICTORIA, UMOH and
AMAH, 2018, stated that AI is has become crucial part of HR industry because it does not take
away job from candidates instead it supports workers to grow in particular fields as per own
interest.
On the other hand, Reality and Augmented reality is key technological trend of HR
industry as it is helpful in real-world training problems. It allows the Human resource industry to
transport learners and employees into simulations and helps to teach them exactly what to do in
real time. Virtual Reality is also helpful in recruitment process. Virtual reality enables Human
resource industry to immerse candidates in a real-life work situation and to give them virtual
tours of the offices and get them to experience the companies culture in personal.

Globalisation affected trends in Human resource industry
Globalisation is impacting trends of HR industry like Corporate and Cultural Difference
in which Human resource industry tend to have their own corporate cultures or ways of operating
in their Companies but there are social and cultural differences between employees because of
globalisation. Cultural ideologies within a society affect the workforce and how the employees
view their jobs. During E-recruitment process it is hard task to conduct interview of employees
in one language because of cultural differences. According to DeCenzo, Robbins and Verhulst,
2016, Equality and diversity is an HR practice which has become key trend of HR industry
where it has become important for the HR professionals to focus on practices quality among
employees, applicants and manpower.
Further, Employment and Tax Laws in Human resource industry need to be prepared to
deal with different tax rates and environmental regulations because of globalisation. Human
resource industry is responsible for understanding and practicing compliance with local
government due to conflict with current corporate policies. Brewster, Mayrhofer and Ferndale,
2018, discussed about Communication in Human resource industry with regard to globalisation.
Organising training and learning session or employee in era of globalisation is mandatory
practices for HR professionals which helps in managing communication with employees and
providing learning in one language. They need to hire the language experts in order to explain
each employee in their mother tongue. It is hard task to communicate with employees placed on
different geographical location within their Companies in order to solve queries and to provide
solution to their problems (Buettner, 2016).
Trends that affected Human resource industry
Green Human resource management is becoming crucial part of Human resource industry
where HR professionals are conducting training programs for their employees based on green
theme. They are providing training which is targeted on everyday practices, proper waste
disposal and recycling methods to their employees. VICTORIA, UMOH and AMAH, 2018,
outline two essentials of green HR in industry that is environmentally friendly HR practices
which are based on corporate social responsibility that employee satisfaction, safe work
premises, etc.
Further, workplace harassment training in Human resource industry is based on providing
training to their employees for unwelcome sexual advances, requests for uncertain favours and

any other physical or verbal misconduct in the Companies. According to Donald, Baruch and
Ashleigh, 2017, 35% women has faced sexual harassment in the work place and 73% Employees
has claim against their managers for using inappropriate language in the workplace so the
training plays a crucial role by the Human resource industry to take actions against such bad
elements in the Companies.
Trends for Business studies graduate and for future of the job
The graduates and future job seekers in Human resource industry are focused on learning
which is beneficial for the individual by exploring working on technological trending artificial
intelligence software. They get to well versed with Virtual Reality and Augmented reality
concepts. In addition, with increasing globalisation millennials will be able to learn and reduce
the Culture diversity gap and communication barrier.
In contrast, Employment laws are the basic HR practices which helps the person in
managing safe working practices with regard to stakeholders. Changing employment laws are
trends of HR industry which needs to be learned and explored in order to gain wide perspective
of managing valid workplace practices (Baruch and Vardi, 2016). Control over recruitment
standards, training employees, employment contract are key criteria for Business studies
graduate for career plan in HR industry. On the other hand, graduate involvement in key trend of
industry that is Green Human resource management will help the individual in exploring
Socially responsible practices and meeting stakeholders’ expectations.
2.2 Required skills, experience and knowledge
Required 5 personal skills for graduate in HR industry
Communication skills for a graduate in HR industry is mandatory as it denotes individual
ability to express itself clearly in both oral and written communication. The individual learning
for human resource industry requires a lot of communication skills as the individual are
responsible for practicing wide range of practices like, recruitment, training, selection, payroll,
etc. According to DeCenzo, Robbins and Verhulst, 2016, interpersonal skills of person learning
for Human resource industry play crucial role as it comprise of individual ability to manage
conflict, employee motivation, training, etc. It denotes individual negotiating skill which
supports coordination and cooperation at work place and therefore is essential skill of HR
industry.

On the other hand, decision making skill of graduate denotes person ability to make
decisions in dynamic business environment. For example, Human resource manager deals with a
lot of people and their concerns from workload to salary complaints, employees’ conflict, etc.
where decision making and negotiation skills of person supports individual in protecting interest
of workers (HR manager evolves into a strategic business role, 2017). As a future human
resource manager, it is important for HR graduate to develop understanding of different
perspective which comes from patience and listening.
Training and development skill in Human resource industry is responsible for giving
employees development opportunities and providing training. In order to conduct efficient and
effective training and development programs the graduate must command over this skill. In
addition, budgeting skill of graduate in Human resource manager depicts persona ability of
strategic planning and meeting requirement of stakeholders as per planned budget.
Areas of Knowledge for a graduate
Employment laws- The graduate should know the employment law which laws apply to
a particular business. Human resource managers need to understand applicable employment law
to protect the rights of their employees. Through having command over employment laws, it help
their companies to avoid law suits, fines and legal expenses.
Payment and Compensation Benefits- The graduate should know the payment and
compensation benefits like fixed pay, variable pay, equity pay and other benefits like paid time
and giving them insurance. With regard to Human resource industry, the graduate should know
how to motivate the employees through giving them Compensation benefits.
Above skills and areas mean to a business graduate as a future HR manager
The above interpersonal skills help a business graduate in future career planning in
Human Resource industry in maintaining coordination and communication with their employees
in the workplace. For conducting effective interview and recruitment process the graduate must
require decision making and communication skill. To resolve conflicts and disputes among the
employees the business graduate must have control over problem solving and negotiation skills.
Further, communication is basis of training programs in HR industry and therefore must be
possess by graduate practising in industry (The journey of HR's influence at the BBC, 2017). In
order to communicate with different culture background employees, they need to command over
different languages. Employment law study is helpful for graduate in order to help the company

to avoid law suits, fines and legal expenses. Payment and compensation benefits will help the
graduate as a future HR role to motivate the employees.
3. EVALUATION
Interest for HR trainee
The role of HR trainee is to become knowledgeable on staffing and training process and to
cope with diversity among the employees and to build teamwork in Human resource industry.
HR trainee get to learned in wider terms and have command over different specialized
department like representatives, operational executives, payroll and benefits, etc. (DeCenzo,
Robbins and Verhulst, 2016) The HR trainee gets to learn the assess talent to build a strong
management and hourly team. The HR trainee get familiar with HR programs including Workers
Compensation. The role of HR trainee gets to build credibility with employees to facilitate
communication in the human resource industry.
Reason for prefer this job opportunity
The scope of the job trainee has wider perspective than in comparison to only operational
executives. Operational executives only operate production and operational related matters but
the HR trainee gets to learn about different departments like Payroll manager the trainee get to
know pay criteria, insurance coverage, salary management, attendance management and saving
deduction. As a representative the trainee gets to learned about hiring the employees and to do
administration work of Human resource industry.
Emerging role of HR trainee
Human resource trainee job role is crucial for Human resource industry. It is an emerging
issue because HR trainee plays a vital role. The HR trainee gets to work with Human resource
management, operational executives and payroll manger. It is applicable in future human
resource industry for exploring learning of graduate regarding functions and practices of HR. For
example, trainee in firm will be able to manage performance management as well employee
motivation which will helps the firm in managing interest of internal stakeholders of firm.
4. CONCLUSION
The report concluded with key trends of HR industry which comprises technological boost
that comprise incorporation of artificial intelligence virtual teaming. Further, the study studies
about HR trends with globalisation which is focused on managing equality and diversity and
learning over employment laws. In addition, it outlined 5 Personal skills of graduate of HR

industry like negotiation, decision making, etc. Thus, the study concluded with interest of
graduate in role of HR trainee as it will helps the individual in exploring practices of HR in wide
perspective.

REFERENCES
Books and Journals
Baruch, Y. and Vardi, Y., 2016. A fresh look at the dark side of contemporary careers: Toward a
realistic discourse. British Journal of Management. 27(2). pp.355-372.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Buettner, R., 2016, January. Getting a job via career-oriented social networking sites: The
weakness of ties. In 2016 49th Hawaii International Conference on System Sciences
(HICSS)(pp. 2156-2165). IEEE.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Direnzo, M.S., Greenhaus, J.H. and Weer, C.H., 2015. Relationship between protean career
orientation and work–life balance: A resource perspective. Journal of Organizational
Behavior. 36(4). pp.538-560.
Donald, W., Baruch, Y. and Ashleigh, M., 2017. Boundaryless and protean career orientation: a
multitude of pathways to graduate employability. In Graduate Employability in
Context(pp. 129-150). Palgrave Macmillan, London.
VICTORIA, O.O., UMOH, G. and AMAH, D.M.E., 2018. CAREER DEVELOPMENT AND
ORGANIZATIONAL SUCCESS OF GOVERNMENT PARASTATALS IN RIVERS
STATE. CAREER DEVELOPMENT. 4(4).
Online
HR manager evolves into a strategic business role, 2017 [Online]. Available through:
<https://www.ft.com/content/39dbfc12-d735-11e6-944b-e7eb37a6aa8e>
The journey of HR's influence at the BBC. 2017. [Online]. Available through: <
https://www.hrmagazine.co.uk/article-details/the-journey-of-hrs-influence-at-the-bbc>.

APPENDIX

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