Contemporary Management Issues in 21st Century: An In-depth Analysis

This essay examines contemporary management issues in the 21st century, focusing on human capital development and the role of technology in managing the workforce. It discusses relevant theories and models, including Maslow's hierarchy of needs, and external factors like technological advancements and economic conditions. The impact of technology on employee productivity and talent acquisition is evaluated, along with an analysis of TESCO's existing policies in talent acquisition, learning & development, and change management. Recommendations for TESCO are provided, emphasizing flexible working, remote worker engagement, and workplace hygiene. The essay also explores the role of leaders in implementing new initiatives as motivators, communicators, and visionaries, with references to relevant books and journals.

Contemporary
Management
Issues in the
21st Century

Table of Contents
Discuss relevant theories and models and external factors which are shaping the development of human
capital. Also, evaluate the role of technology in managing the workforce in organizations....................3
Evaluate existing policies of a company in terms of its existing talent acquisition, learning &
development and change management process in relation of its strategic objective................................4
Recommendations...................................................................................................................................5
Role of leaders in implementation of the new initiatives:........................................................................6
References...................................................................................................................................................7

Discuss relevant theories and models and external factors which are shaping the development of
human capital. Also, evaluate the role of technology in managing the workforce in organizations
Models of Human Capital in organization
Maslow’s hierarchy model: This model is used widely in order to encourage human
resources to perform the assigned work efficiently. The hierarchy of needs under this model are
mentioned below:
Psychological needs: It is the first and foremost need of the employees which includes
the basic requirements such as food, shelter, clothes and more. Here, it is imperative to fulfill
these requirements in an efficient manner (Legge, 2020).
Security needs: These needs are related to get security in terms of financial and non-
financial ways to get a better life in future period of time.
Social needs: Being a social element, employees also have some social needs such as
staying connect with others, socializing and more.
Self-esteem needs: After meeting with social needs, the next are self-esteem
requirements wherein employees look forward to get recognition, acknowledgement,
appreciation for their work (Macke and Genari, 2019).
Self-actualization: It is the final need of the hierarchy wherein employees wish to
become something by using their inner capabilities and potential.
External factors which are shaping the development of human capital
Technological advancements: In current time, use of technology in business has been
increased. Here, the HR people use latest and updated technology in order to manage the tasks
related to human resource management. In addition, technical software not only makes the work
easier but also improves the knowledge of the employees significantly.
Economic conditions: Economic conditions have direct influence on the HRM practices.
It not only affects the pool of the candidates but also affect the ability of HR managers to hire

potential candidates. Further, employees can also improve their capabilities in order to cope up
with the existing economic conditions (Coita, Abrudan and Matei, 2019).
Impact of technology on management of workforce
Higher employee productivity and satisfaction: Through the use of advance
technology, it is possible to manage the workforce effectively. It improves the overall
productivity of workforce and makes them enable to grab the opportunities of future growth.
Additionally, it also improves the satisfaction level of the employees so that they can contribute
in the growth of the organization (Vahdat, 2021).
It helps in finding best talented employees: Use of technology allows the organization
to hire valuable and potential employees who can perform effectively for the success of the
entity. Here, the softwares can be used for selecting a suitable candidate by tracking the
application in an efficient manner.
Evaluate existing policies of a company in terms of its existing talent acquisition, learning &
development and change management process in relation of its strategic objective
TESCO is well-known company, which adopt suitable policies in terms of talent
acquisition, learning & development and change management. These policies are briefly
elaborated below:
Recruitment talent analysis: In TESCO, the HR manager recruit highly potential
candidates. The recruitment policy of the company is completely fair. They give equal
opportunity to each and every candidate to become a part of the company (Barclay and Kang,
2019). Additionally, they also ensure to maintain a proper balance between internal and external
recruitment sources to get the talented candidates onboard to attain the pre-defined business
objectives of serving customers efficiently.
Arranging proper education and learning programs: In this context, HR managers of
TESCO ensures that they arrange necessary training & learning programs for the employees. For
this purpose, they also appoint the professional trainers and provide equal opportunity to all the
employees to enhance their knowledge and skills. Here, training and learning policy improves

the potential of workforce and makes them enable to contribute efficiently towards the goal
attainment of the company.
Maintaining positive work environment: While implementing the change, the
organization ensures to maintain proper communication with each and every employee. It helps
in getting the view point of workers regarding changes. In this context, HR managers of TESCO
not only maintains a proper communication with workforce but they also ensure to provide
appropriate training to each & every employees in order to work in change environment. The
policy of positive work environment helps in keeping the positive approach of the workforce
towards the success of the entity.
Recommendations
In the current scenario, employees are more comfortable with flexible working. Additionally,
it is possible to maintain proper interaction with workforce by implementation of advance and
updated techniques. In this context, necessary recommendations for TESCO are mentioned
below:
 It is suggested that TESCO is required to offer flexible working facility to the employees
as it will help the company in avoiding the huge gathering at a one place. Here, some
employees can visit the office alternatively and can do work form their own place. It will
also minimize the cost of company in terms of requirements of office space, equipments
and more.
 The organization is required to adopt suitable techniques and softwares so that they can
effectively interact with those employees who are working from home. Additionally, they
are required to arrange weekly meeting to take the feedback of remote workers. It will
help the HR managers in keeping a track on the performance of remote workers for
further improvement.
 To survive in new normal environment, TESCO is required to maintain hygiene and
clean environment at work place in order to eliminate the probability of infection. In
addition, it will also encourage the workers to rejoin the office as the company is taking
all the necessary precautions. Hence, maintaining a clean and hygienic environment is

imperative for the company to survive in the such environment which is normalizing
gradually.
The above-stated recommendations are based on the analysis of perception of the employees
post pandemic. It will help the company in facing the adversities created by the COVID-19.
Hence , by implementing the above recommendation, TESCO can easily survive in the new
normal environment.
Role of leaders in implementation of the new initiatives:
Motivator: To implement the above –mentioned recommendations, the leaders of
TESCO are required to work as a motivator. Here, the employees are not likely to get
convenience to work in a change environment. In this situation, leaders are required to motivate
the workforce constantly so that they get ready to cope up with the change practices of the
company (Klang and Luria, 2020). Here, the company is adopting flexible working. In this
context, leaders need to play the role of a motivator who will inspire the workforce to return the
office alternatively as the situation is getting normal.
Communicator: Under this role, leaders communicate necessary message to the
employees. Leaders need to maintain proper communication between employees and the
managers. They act as a bridge between the manager and the employees. To implement the new
initiatives, leaders need to act as a communicator who will maintain proper communication
between the workforce and the manager. It will help in minimizing the ambiguity at work place
as all the people will aware regarding their roles and responsibilities towards the company.
Create vision: Leaders set vision for the future of the company. In this situation, leaders set and
communicate the vision to the employees so that they get inspire to put maximum efforts for the
success of the entity (Nishii and Paluch, 2018). In order to implement the respective initiatives,
managers of TESCO are required to create a vision and communicate the vision to the
workforce. It will help in getting the maximum efforts of the employees to realize the vision
efficiently.

References
Books and journals
Barclay, L.A. and Kang, J.H., 2019. Employee-based HRM: Bereavement policy in a changing
work environment. Employee Responsibilities and Rights Journal, 31(3), pp.131-148.
Coita, D.C., Abrudan, M.M. and Matei, M.C., 2019. Effects of the blockchain technology on
human resources and marketing: an exploratory study. In Strategic Innovative Marketing
and Tourism (pp. 683-691). Springer, Cham.
Klang, M. and Luria, G., 2020. Group Bonding and Effectiveness: Cohesion’s Moderating Role
and Leaders’ Relationship Mediating Role. Small Group Research,
p.1046496420977915.
Legge, K., 2020. Human resource management: Rhetorics and realities. Bloomsbury Publishing.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Nishii, L.H. and Paluch, R.M., 2018. Leaders as HR sensegivers: Four HR implementation
behaviors that create strong HR systems. Human Resource Management Review, 28(3),
pp.319-323.
Vahdat, S., 2021. The role of IT-based technologies on the management of human resources in
the COVID-19 era. Kybernetes.