Analysis of HR Policies in Response to Emerging Workplace Trends

This report provides a review of HR policies, focusing on how organizations respond to emerging trends in the workplace. The student's work analyzes the impact of social media on HR practices, highlighting its role in communication, recruitment, and building a company's reputation. The report correctly identifies the democratization of work through social media as a key trend. However, it suggests the inclusion of HR analytics and other key aspects of social performance models, contractual strategies, and outsourcing policies. The student has also included two other trends that impact upon the HR Policies, first is the contractual businesses and second is the outsourcing policies. The report references key literature and identifies the advantages and disadvantages of the contractual strategies. The analysis underscores the importance of adapting HR policies to remain competitive in the evolving business landscape.

Running head: REVIEW ON HR POLICIES
REVIEW ON HR POLICIES
Name of the Student:
Name of the University:
Author Note:

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REVIEW ON HR POLICIES
HR Policy as a Response to Trends:-
In this particular work the student has chosen the democratisation of work by the usage of
social media, to be one of the dominant trend. The student has rightly chosen this particular
trend, as, with the development of technology, the social media has become an excellent tool
to conduct the communication process with the internal and external audiences and also
facilitates an individual to find for potential employees from the pool of applicants. Online
sites like LinkedIn, and the like, are great options to attract and invite applicants, and also the
social media can serve as an excellent option for promoting one company and the policies
and strategies of the same. The students has rightly identified, that the social media can serve
as an excellent tool to rebuild the reputation and the position in the market (Taylor, Doherty
and McGraw. 2015). However, the students could have included the rise of the HR Analytics
in the business. The organizations are essentially recruiting, people advanced knowledge in
SAP factors, analytic solutions and Vizier and the like, there is seen to be a shift from the
back office jobs to the hiring people with knowledge in analytic solutions.
References:
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
HR Policy: Organizational and Social Trends:-
Social Performance is one of the integral aspect of the organizational conducts, and the
student was right in his or her orientation to point out that fact that the social performance of
the organizations are shady and these essentially include the financial performance made by
the organizations. The student has also pointed out the differences between the social
responsibilities and social performances, and has rightly pointed out that the former refers to

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REVIEW ON HR POLICIES
the internal social performances conducted by the company and the external performances are
refereed as the social performances of the organizations. The student has also identified the
relation between the organizational performances and the organizational flexibility, as the
former points out the flexibility of the organizations, and has also mentioned the relation
between the organizational performances and the employee satisfaction and the customer
satisfactions, which are related and dependant on the organizational performances. However,
the student has left the most important aspects that is related performances, which is the
models of social performances, which is developed and followed by the major organizations
of the world, and is consisted of three elements, responsibility categories, issues of the
stakeholders and the modes of responsiveness that are used by the organization. This factor
should have included by the students (Noe et al. 2017).
References:
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
HR Policies: Impacts of the Trends:-
This students has also included the rising tends of social media and stated that they impact
upon the HR Policies, followed by the organizations. The student has also included two other
trends that impact upon the HR Policies, first is the contractual businesses and second is the
outsourcing policies. The student had rightly included the report published by Accenture that
has shown the rising trends of outsourcing taking its place in the organizations (Cooke.
2013). However, as the student has included three of the aspects, therefore, the student was
unable to clearly and discuss each of the aspects in a detailed manner. Hence, he or she
should have included either of them, for example, the contractual strategies, which the

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REVIEW ON HR POLICIES
organizations are following, is one of the most effective strategies, impacting upon the human
resource policies of the organization. The student could have explained this policy in a
detailed manner, including the advantages and the disadvantages of the same, as this
particular policy includes both advantages and disadvantages, though advantageous positions
are more (Walker et al. 2014). Also the companies follow a ratio in the hiring process of the
contractual employees and also, there are certain other rules and regulations for the
contractual candidates.
References:
Cooke, F.L., 2013. Human resource management in China: New trends and practices.
Routledge.
Walker, P.H., Seuring, P.S., Sarkis, P.J. and Klassen, P.R., 2014. Sustainable operations
management: recent trends and future directions. International Journal of Operations &
Production Management, 34(5).