BMA6106 - New Trends in Management: Impact of Trends on HR Aspirations

This report explores recent trends in Human Resource Management and their impact on career aspirations. It discusses continuous improvement programs, workforce diversity, and artificial intelligence, analyzing each through a PESTLE framework. The report highlights the importance of adapting to these trends for effective HR management and achieving organizational goals. Political factors like changing employment rules, economic factors such as the cost of AI implementation, sociological factors including employee attitudes towards training, technological advancements, environmental considerations, and legal compliance are all examined. The analysis provides insights into how these trends can shape the role of a future Human Resource manager and contribute to organizational success. Desklib offers this and more solved assignments for students.

BMA6106-20 New
Trends in
Management: S1
Assessment Criteria

EXECUTIVE SUMMARY
There are a various trends revolving around the world and impact wither in positive or in
negative manner. It is important for business to keep up to date with management trends so that it
can take advantage of them. These trends vary from market to market and it ca be used to
allocate business resources in such a manner that it yields higher profits. Profit maximization is
the core aim for every business organisation and they formulate effective strategies to
accomplish goals. The role of trends in market is inevitable and they needs to be considered
while making business plans. Business plans must be developed while keeping in view of
management trends. The core aim for any business organization is to provide better customer
experience service so that they can be satisfied and increases customer loyalty. It is important to
understand management trends which can help company in promoting growth and success along
with encouraging employees. It also facilitates in providing and creating foster working
environment to employees so that they can use their peak potential while working. The topic that
is chosen in this project report is recent trends of management in Human Resource. There are
numerous opportunities in this field and I can grab them on in order to pursue my aspirations.
This report will include how recent trends can affect my aspiration in positive or negative
manner. It is important for me to understand recent trends as in order to get up to date about
managerial practices of Human Resource manager. By understanding trends, I can effectively
perform my roles and responsibilities and takes all decision based on trends in order to make
company more effective.

Contents
EXECUTIVE SUMMARY...........................................................................................................2
INTRODUCTION.........................................................................................................................4
TASK..............................................................................................................................................4
Recent trends of Management..................................................................................................5
PESTLE analysis.......................................................................................................................7
Discussions..................................................................................................................................9
CONCLUSION............................................................................................................................11
REFERENCES............................................................................................................................12

INTRODUCTION
Business management plays an important role in defining success of any business.it is the
process of coordinating and managing various activities in order to attain organisational goals.
The management of company ensures that all the activities are carried out in an origination are
according to predetermined goals. A business manager supervises its new as well as existing
employees so that that can work with peak potential and attain personal and professional
objectives (Kotarba, 2018). It is the responsibility of a manager to manage administrative tasks
of a business. Many companies want to identify excess cost and want to cut down overall cost
and for that they perform budget analysis. There are various trends of business management that
every Company have to face and for that sometimes it provides with positive and negative
impact. Management trends helps business in enhancing their productivity and to remain
competitive in market. By opting trends, companies can become more productive and can
formulate effective strategies which leads towards attainment of goals. Management trends are
the latest managerial practices that a manager used to effectively manage their employees. As per
the market evolves, these trends will also evolve. This project report is based on self-reflection
and recent management trends that how they can impact on my aspiration. In my future I want to
become Human Resource manager in my future and this report will help me in identifying key
trends that will help me in making better manager. This report will also cover PESTEL analysis
of each trends and how it can impact on my aspiration.
TASK
In today’s business world, there are various trends that are rapidly taking place in order to made
companies aware about latest managerial approach which company can apply to capture larger
market. The Human resource management is need to be prepared to deal with effects of changing
world. Following are some trends and their implication in my aspirations (Madsen and Grønseth,
2022).

Recent trends of Management
 Continuous improvement programs- It is important for every business organisation to
upgrade skills of existing and new employees so that they can work with peak
performance and makes them more productive. When I will be a Human resource
manager, I will conduct continuous training programs that will help in increasing
performance of both company and employees. Skilled employees can perform work in an
effective and efficient manner. By this process, employees can be made more productive
and core aim for this is to focus on quality and builds strong foundation in order to
provide better customer service experience. I will identify the gaps in which company is
lacking and take effective measures to fill those gaps. I will identify training needs and
will provide an expert who is having great knowledge about that field. In Human
Resource Department, people focus on getting skilled and knowledge candidate which
can aid performance of company. Company can be more productive if training is
provided to its employees by which they can be aware about roles and responsibilities
they have to perform while working in company. This initiative is time consuming and
expensive. It takes lot of time to formulate effective training plans and in case of hurry,
the plan may become useless. So it is needed to develop training plan which provides
positive impact on overall performance of company within given budget. HRM plays a
crucial role in implementation of continuous development programs (Joshi, Sunny and
Vashisht, 2017). Whenever a company wants to makes changes in their business, it
undertakes various training sessions in order to make aware about rapidly change in
market and what measures could be taken to improve company’s performance. There are
various types of training programs such as on the job training, off the job training and
vestibule training. It is selected on the nature and type of business and it will impact
positively on my career aspirations. With that, I can enhance my interpersonal and team
building skill which can be used in my career. It is important for HRM executives to
make prepare employees about change. If company understands latest trends, it can help
in becoming competitive in market and grab opportunities by attracting new talent along
with retaining existing employees (Sims and Bias, 2019).
 Workforce Diversity – This has been one of the biggest trends that have emerged among
the workings of modern businesses with major ramifications for the human resource

management domain as it has changed multiple practices that executives in the field of
HR have to keep in mind while doing a majority of routine tasks. Functions such as
recruitment, hiring and developing workplace practices have all changed in the light of
the workforce becoming much more diverse which is now bringing together people from
varied religions and societal upbringings. Major trends through which workforce
diversity is slowly changing the world includes the necessary need for businesses to
convert their premises into a gender neutral place because people’s sexual orientation and
referring to themselves via a majority of different pronouns has made it clear that
business which are misgendering their employees are losing their engagement in the long
run (Eikhof, and et.al., 2018). Another major business practice change which workforce
diversity has brought forth is that managers and higher level executives in general have
been forced to eliminate all sorts of bias from the workplace whether it is intentional as
being bigoted in any way and being in the way of diversity does not end well in today’s
socially aware era. Workforce diversity has also diversified the field of human resource
management as there are brand new job openings and a field of specialization which
pertains specifically to diversity and job roles such as diversity professionals are being
hired actively all over the world which is a major step forward.
 Artificial intelligence – These smart systems have been making a dynamic entry into
many business operations making them much speedier and smarter than before and
human resource management is no exception. Artificial intelligence or AI as it is called
has been getting rapid integration into the human resource framework of many leading
companies such as Amazon and Tesla as it has major usage in supplying HR
professionals with a lot of data required to make intricate decisions regarding the
workforce of their respective companies. One of the major changes in HR practice that
implementation of AI systems have brought forward involves the usage of information
submission by potential candidates kin the process of recruitment on digitally built smart
forms which not only helps facilitates the speed-up of the process of recruitment which
takes a lot of place but also allows the company to save the resources of both themselves
and the candidates in question (D IV, 2019). AI has also affected and brought major
changes to the practice of employee referrals because having access to such smart and
automated systems allows them to properly analyse the type of prospects that their

employees are referring and who is actually referring quality ones to properly appraise
them. AI has had tremendous impact in the field of HR analytics and one of the biggest
impacts that this trend has had has been the access that it has provided to the HR
professionals working in different domains to get data backed insights which have been
gathered straight from their employees and is extremely authentic.
PESTLE analysis
It is very important to conduct PESTEL analysis of HRM in order to identify what are
key factors that affects business performance and its efficiency. These elements can
positively or negatively impact on business operations. It helps in formulating effective
strategy which will help in delivering quality training sessions to employees. As due to
pandemic, the approach of HR has changed and it becomes easy to hire potential
candidate from digital platform. It facilitates in HR planning and can effectively improve
employee’s performance.
 Political factors – These stem from government policies and its implementation affects
company’s performance. It may affect in adverse manner too. In case of human
resources, change in tax and employment rules may affect company’s performance. It
may misbalance company’s budget and increases training cost too. So it is important to
have stability in political factors or they may adversely affect company’s efficiency.
Workforce diversity has been connected to various political angles throughout recent
times which is why it is paramount for HR professionals to make sure that they hire and
maintain workplace diversity levels to avoid any sort of controversy. Diversity is one of
the most talked about issues because many marginalized communities are the target of
appeasement by politicians which is also why it has been used to gain brownie points
with the public rather than being genuinely considerate for the less fortunate people. The
governments worldwide have also come under fire for neglecting unhealthy business
practices in regards to diversity which is also why HR professionals can be seen being
subjected too much tighter set of rules (Dercon, 2019).
 Economic factors – This factor relates to various national and international economic
conditions. This may involve demand and supply of employees and laws and policies.
For example, if a company is having low employees and it becomes costly to conduct

training programs. This factors affects mostly as rate of inflation makes this process more
complex and expensive. This process cannot be opted by small companies due to high
cost. One of the most major deterrent which is stopping the mass scale adoption and
integration of AI systems into many functions of business such as human resource
management is that is very costly for small and medium firms to implement which form
the bulk of the business scene in developing countries. Another thing that must be kept in
mind by HR professionals is that cutting edge AI technology is still a rarity when it
comes to global acquisition and availability of the needed tech and it can take quite a lot
to acquire it in time which carries the risk of outdation (Cohen, 2019).
 Sociological factors – This factor involves attitudes and evolving needs of company’s
people. If the employees do not a positive aspect towards training needs, this creates
complexities in conducting training sessions. These factors influence needs of employees
and based on that decision are taken into consideration whether to conduct training
programs or not. It is very important in today’s socially aware era for both businesses and
their HR professionals to pay keen emphasis on the way they approach diversity in all
their personal operations due to the major ramifications it carries socially because many
people expect business to look after the community which provides them with money to
hire their backward classes which is an ethical path that firms must take. Diversity has
also been closely tied to the issue of employee rights and it is well within people’s rights
to sue a business in question if they are subjected to bias in the process of hiring or daily
working.
 Technological factors - In many company’s employees are following traditional way to
deliver training and not aware about use of technology. This makes them a step behind.
By use of technology, they can effectively take virtual training sessions. But it increases
cost of training too and sometimes can go beyond budget. They may use cloud computing
for storing training classes and can be played whenever new employee joins. Despite
having its fair share of critiques, AI systems have their specific advantages which are
very useful in modern businesses era due to the competition being decided by which firm
is more technically sound (Habash, 2022). AI incorporation helps HR executives with
automating a large part of their jobs which can potentially open up a lot of creative and
exploratory space which can be utilized in more prevalent areas of the company such as

employee engagement. AI systems also have a lot of potential for proving HR with
various types of analytic metrics for the purpose of performing tasks like performance
appraisal with tremendous efficiency.
 Legal factors – Company have to comply with all rules and regulation that are
formulated by government and must not copy content from authorised book or video to
deliver training. They may be penalised for their act and must follow laws and
legislations. The recent trend which have been linked with workforce diversity have also
made the business landscape tough to navigate as there is threat of getting sued and
getting into legal battles at every turn because of the sensitivity involved in masking the
workplace more inclusive.
 Environmental factors – It is needed to perform operations that do not adversely impact
on environment. It is important to conserve environment along with profit making.
People who wants to be a part of environment conservation and HR have to communicate
in order to get strong social and environmental values. In their race to build hi-tech AI
systems to supplement various functions including HR, firms must also keep in mind
along with HR personnel that such advanced technologies carry major negative effects
towards environment as AI integrations have been known to carry threats of acceleration
of environmental degradation (Mijwel, 2018).
Discussions
Based on the extensive research that has been conducted in this report regarding the three
identified new trends in management, the following points have been derived regarding their
positive or negative impact on my career aspiration of becoming a HR manager in future.
Continuous improvement programs
This new trend in the field of HR management will definitely have a positive effect on
my career as there are a lot of skills and personal development related factors that I have yet to
acquire which can be taken care of during my eventual job in the future by these programs.
These programs will allow me to devise measures to help develop the career paths of other
employees which will be an enriching and rewarding experience. It has also been identified
through conducted researches that through continuous improvement programs, multiple areas of

HR get polished over time such as team work and employee involvement (Wickramasinghe and
Chathurani, 2020). This means that through this trend, I will also be able to gradually become
much more proficient in the field of HR.
Figure 1 Processes of continuous improvement
Source: AIHR blog and academy
Workforce diversity
This trend will also be beneficial for me for the most part as this trend has transcended
the meaning of traditional functions of HR in a way that it has now become a separate field in
and of itself. By analysing and learning from this trend, I will be able to learn new HR practices
which can give me a competitive edge over my competition and ace my eventual selection in a

lucrative HR related job selection. I can also specialize in this trend and become a diversity
professional and I can continue to gain further proficiency in this domain using the continuous
improvement programs listed above.
Artificial intelligence
This trend can have both positive and negative effects on my carer down the line as it can
be very beneficial as an extra support and supportive system to undertake my HR activities in an
efficient manner. However it carries the risk of completely supplementing my job and presence
by executing order without my contribution (Di Vaio, and et.al., 2020). Another potential
negative effect that can happen is that AI can become advanced to the point where it starts
replacing HR professionals instead.
CONCLUSION
The above report went into detail regarding the various complex processes which are
involved in the emergence of new trend in the field of human resource management which
change the way a field operates its many functions in a lot of ways. The report three key trends in
the field of HR which were continuous improvement plans, workforce diversity and artificial
intelligence and also conducted a detailed PESTLE analysis to highlight the large scale effect
that these trends have on the field of HR. The report was concluded with the discussion
regarding the potential negative and positive effects of the trends on people’s career aspirations
and it was found that the trend of AI carries the risk of potential negative effects down the line.

REFERENCES
Books and Journals
Di Vaio, and et.al., 2020. Artificial intelligence and business models in the sustainable
development goals perspective: A systematic literature review. Journal of Business
Research, 121, pp.283-314.
Wickramasinghe, V. and Chathurani, M.N., 2020. Effects of continuous improvement in
streamlining HRM practices. Business Process Management Journal.
Kotarba, M., 2018. Digital transformation of business models. Foundations of management,
10(1), pp.123-142.
Madsen, D.Ø. and Grønseth, B.O., 2022. PESTEL Analysis. In Encyclopedia of Tourism
Management and Marketing. Edward Elgar Publishing.
Joshi, A., Sunny, N. and Vashisht, S., 2017. Recent trends in HRM: A qualitative analysis using
AHP. Prabandhan: Indian Journal of Management, 10(10), pp.41-52.
Sims, R.R. and Bias, S.K., 2019. Human Resources Management Issues, Challenges and
Trends:" Now and Around the Corner". IAP.
Eikhof, D.R., and et.al., 2018. Workforce diversity in the UK screen sector: evidence review.
Eubanks, B., 2022. Artificial intelligence for HR: Use AI to support and develop a successful
workforce. Kogan Page Publishers.
D IV, E.R.S., 2019. Exploring the Potential Connections between Top Management Team/Board
Diversity, CSR, and Workforce Diversity. The Oxford Handbook of Corporate Social
Responsibility: Psychological and Organizational Perspectives, p.96.
Dercon, S., 2019, May. Is technology key to improving global health and education, or just an
expensive distraction?. World Economic Forum.
Cohen, T., 2019. How to leverage artificial intelligence to meet your diversity goals. Strategic
HR Review.
Habash, R., 2022. Sustainability and Health in Intelligent Buildings. Elsevier.
Mijwel, M.M., 2018. Artificial neural networks advantages and disadvantages.