Contemporary Management Issues in the 21st Century

This report explores the impact of artificial intelligence on business enterprise and talent acquisition in the 21st century. It also discusses the significance of learning and development and management alteration in global competing conditions. The report includes case studies of Mark and Spencer and evaluates the role of HR theory in incorporating artificial intelligence. It also highlights the importance of talent acquisition and the consequences of altered management practices.

Contemporary
Management Issues in
the 21st Century

Table of Content.
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1.Through incorporating the HR theory in report describe the purpose of artificial intelligence.
Additionally, provides its impact on business enterprise and their management. ......................1
2.Censoriously valuate the significance of talent acquisition and development with the
learning. Also describe the management alteration with respect to actual global competing
condition. ....................................................................................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
An organisation needs artificial intelligence which provides guidance to the organization
employs to engage with their customers in a partial relationship. It is considered as a uppermost
role of the human resource as it provides them the path for the data analysis in the organization.
It provides the organisation to keep the proper course of primarily task of the employs that need
to be completed on time with proper efficacy mode. Additionally, through it human resource
keep the records of essential contacts information which are mandatory for the organization to
project properly. In this project report, Mark and Spencer is taken as reference to study the role
of artificial intelligence. Marks and Spencer is primarily the retail firm that was established
through Thomas Spencer and Michel Marks in around 1884. This report evaluates the outcome
of artificial intelligence in organisation workforce. Additionally, reports also emphasis on
significance of talent acquisition in current global agonistic condition (Albert, 2019).
MAIN BODY
1.Through incorporating the HR theory in report describe the purpose of artificial intelligence.
Additionally, provides its impact on business enterprise and their management.
Strategy model and HR theory
Strategy models are primarily the way through which organization creates the
imagination or the direction plan for its employs. These action plans are important for the
companies as it provides the employs about the expectation that company has and what are the
different measures need to be taken by individuals to alter the growth. Organisation consist of
different HR theories that define the goal planning, it includes :
 Strategical Contingency concept or theory : This is the theory which is based on basically
two factors namely the contingency which means its is the action of the one team of the
organization that might effect the other organization decisions and working (Pillai and
Sivathanu, 2020). As organization consist of various department which function together
for the growth of the company. And other component was the strategic which primarily
define as a long term plan of action of the organization which allot different action to its
employs and the needed resource to accomplish it. This is the theory based on the doubt
of future that is faced by almost every organization, so they determine the dependency
between different subunit of the organizations. This theory was established by Fred
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Edward Fiedler. According to the theory, it suggests that leaders are the main part of the
organization. They solve the major HR challenge that are faced in organization which
other individuals aren't able to figure out. Theory provides the significance to solve the
issues in effective manner (Bongard, 2019). .
 General scheme theory – This theory was established around 1968 by Lidwing Von
Bertalanffy. Its signifies different levels through which actions are divided so as to make
plan and educate employs on ways these actions will impact the overall system.
PRIMARILY FUNCTION OF ARTIFICIAL INTELLIGENCE
 Enhance the effectiveness of the employs : Since business is set with the goal to take
companies in great height it is very essential for its employs to work in efficaciously
manner. Through artificial intelligence organisation develops the employs progress
report. This plan of action supports company in accomplish their goal. It helps
organisation to find the structure beliefs or the regulations that need to be followed by
the employs to carry through the mandatory skills and capabilities.
 Manage the actions : It is basically the workforce management tool which can store,
maintain and also manage the employs data with the help of reporting, analysing with the
advance tracking technology with the relation to Mark and Spencer. It provide its
manager to built a brilliant decisions in favour of employs to advance their productivity.
It helps employs to took competitive advantage (Ployhart and et. al., 2018).
Impact of artificial intelligence
 Lead to long term strategical planning for the business- While applying artificial
intelligence in a organisation. As it provides the employs with the proper plan of action
for the required projects to make proper applicable decisions by the leaders. Other than
this it provides the proper data planning to plan the action for the company development.
Artificial intelligence is used by Marks & Spencer to built the customer relationship
through managing the fraud detection or security of the customers data. Additionally
through artificial intelligence they control the social media monitoring to maintain their
brand value (Fischer and Pöhler, 2018).
 Impact of artificial intelligence
 It also Impacts the workforce management – Through artificial intelligence various
routine actions of the employs are the monitored while making the strategies more
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effective and efficient to work on. Marks and Spencer managers incorporates the
effective use of artificial intelligence as through it they take healthier decisions for their
employs improved skills and company growth.
2.Censoriously valuate the significance of talent acquisition and development with the learning.
Also describe the management alteration with respect to actual global competing condition.
Significance of learning and development
It is essential for the organisation to endlessly promote the learning as it endow the
employers skills and capabilities which act as beneficiary for the organisation development and
growth. This provides advancement in employs working nature but also helps the company in
growing phase. Importance of the it are :
 Improve the workforce career in the organisation – As these training sessions reduces the
stress of the employs and modify their willingness to work with organisation. Willingness
is increased within the employs because they will feel that company is putting efforts for
individual employs development. Other than this they will enhance employs working
output and they can work in multiple actions.
 Development of business – Mark and Spencer supply high learning and development to
their employs are their prime objective. Employs shares their knowledge autonomous to
their co- workers with the belief of taking company into great heights (Xie, 2020).
Consequences of alteration done in management in the organization
Changes in the management action is required due to the rapid advancement in the
technologies power the organisation to modify the set of regulations . It is done to improve the
customer satisfy services or to solve the issues faced by the employs. Essential to improve the
effectiveness and efficiency of their employs. Its consequences are:
 Reducing cost- when organisation incorporate the effective or the beneficial alteration in
the actions in a suitable manner, it aids organisation in taking clever judgement. Other
than this improvement helps the organization to reduce the unwanted destruction which
also reduce the the making cost. However, Mark and Spencer uses this to increase their
employers productivity and to provide its potential customers the effective service which
help them to built strong relationship. This strong relationship with their customers
supports the organisation to compete with the combative business climate (Djikhy and
Moustaghfir, 2019).
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 Improves presentation, execution and productiveness – Mark and Spenser adopted new
changes in a company to incorporate the practises effective for its employs. Organisation
adopt these changes in the corporation to innovate the working practise for the employs.
While adapting new manager ensures that the adaptation is done according to the new
market trend which also motivates the employs to work effectively for the success of the
company. These effective working makes sure that company faces the healthier and the
open competition in the market (Bui, 2019).
Significance of Talent acquisition
Talent acquisition includes various importance which are discussed below as:
 Flexibility in the workfare - Organisation need to hire the the employs who is flexible in
performing all different actions other than capabilities. To ensure that proper workforce
management is required. Acquisition should be ready to work at required duration and
time to support other team member through their capabilities.
 Clasp application – Availing the trendy application is the intellect for the growth of the
business. It is considered as the most important aspect. Mark and Spencer uses it to
illustrate the modest alteration required for the talent acquisition to deliver the
competitive vantage in the global market (Thite, 2022).
CONCLUSION
From the above report it has been concluded the importance of the artificial intelligence
which is symbolize as the topmost duty of the Human resource department. Analysed various
role of human resource department which includes to keep the evidence of data and their contact
details as a record in the organisation. Through different Human resource theory the role and
importance of artificial intelligence is demonstrated. It mainly provides the strategic planning
organization take to maintain the growth and development of the organisation. Also evaluated
the impact or the significance of learning and development in the organisation which is mainly
the employs efficacy is improved. Other than that consequences of the talent acquisition and
altered management practise taken according to the new trend is analysed in this report.
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REFERENCES
Books and Journals:
Albert, E.T., 2019. AI in talent acquisition: a review of AI-applications used in recruitment and
selection. Strategic HR Review.
Pillai, R. and Sivathanu, B., 2020. Adoption of artificial intelligence (AI) for talent acquisition in
IT/ITeS organizations. Benchmarking: An International Journal.
Bongard, A., 2019. Automating talent acquisition: Smart recruitment, predictive hiring
algorithms, and the data-driven nature of artificial intelligence. Psychosociological
Issues in Human Resource Management, 7(1), pp.36-41.
Ployhart, R.E., Weekley, J.A. and Dalzell, J., 2018. Talent without borders: Global talent
acquisition for competitive advantage. Oxford University Press.
Fischer, C. and Pöhler, A., 2018. Supporting the change to digitalized production environments
through learning organization development. In The impact of digitalization in the
workplace (pp. 141-160). Springer, Cham.
Xie, L., 2020. The impact of servant leadership and transformational leadership on learning
organization: a comparative analysis. Leadership & Organization Development Journal.
Bui, H.T., 2019. Senge’s learning organization: development of the learning organization model.
In The Oxford handbook of the learning organization.
Thite, M., 2022. Digital human resource development: where are we? Where should we go and
how do we go there?. Human Resource Development International, 25(1), pp.87-103.
Djikhy, S. and Moustaghfir, K., 2019. International faculty, knowledge transfer, and innovation
in higher education: A human resource development perspective. Human Systems
Management, 38(4), pp.423-431.
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