HRM in a Global Context Assignment Sample
Question – 1 Technological advances and apocalyptical impact on jobs
Technological advances are increasing day by day and it may create a beneficial impact on jobs even though it has been observed that the management of every modern organization is deeply concerned to conduct technological changes for the development of the organization. On the other hand, it may be argued that technological advances need to be used in effective ways otherwise it may result in major job losses while it has been observed that in the developed countries the use of technology on jobs is increasing day by day.
Moreover, it may be implied that technological advances have some positive impacts and some negative impacts while it is the responsibility of the management of an organization to use the technology in the proper way which may not result in major job losses. Along with that, it may be asserted that due to technological changes the banking operation has improved even though due to the installation of ATM machines many bank employees lose jobs.
In addition to that, the Covid-19 has created many fatalistic impacts on jobs while it has been observed that due to technological advances many employees are able to do the job from home which indicates the technological advances have increased the scope of remote working.
Moreover, it may be argued that without technological advances a modern organization will not be able to provide the opportunity to work from home which may create a negative impact on the job. On a broader note, it may be argued that technology enhances the productivity and performance of employees which may create a beneficial impact on jobs in the modern era.
Furthermore, it may be asserted that due to technological advances jobs became easy and concise to understand while it also removed the burden and load of doing repetitive tasks in a job. Apart from that, it may be stated that the increasing use of automation technologies may enhance the fear of major job losses while it may increase the number of technological unemployment through switching human employees with robots (Ivanov, 2020).
Additionally, it may be opined that it is extremely important to increase the technological knowledge of employees while it may create new job opportunities in the training sectors. Furthermore, it may be implied that technological advances helped to create many jobs during the Covid-19 pandemic while the use of several technologies such as automation, AI may help to increase the productivity and overall performance of an organization.
It may be asserted that in the developing and underdeveloped countries the uses of technological advances need to be increased which will help to increase the job opportunities in the rural areas of these countries and help to mitigate the unemployment issues in rural areas. In addition to that, technological advance has changed the ideas in creating new jobs while technological advances and innovation is an essential driving force for the development in every job sector although it enhances the competitive advantages to high tech industries (Feng et al., 2020).
Furthermore, it may be noted that technological advances such as automation and robotics may replace the low skilled employees which indicate that it is extremely important for every employee to increase the technological knowledge otherwise the prices of technological advances may create a new threat in job sectors.
On the other hand, it may be implied that rapid technological development and progress may ensure the higher productivity of an organization, however, it may create mass unemployment and inequality which is extremely unwanted in job sectors (Gries and Naudé, 2018). It is the responsibility of the management of modern organizations to develop the technical skills of employees which will reduce the unemployment issues after implementing technological advances.
Moreover, it may be asserted that highly skilled employees will ensure the better productivity of an organization through technological advances will improve the quality of products which will help to expand an organization. Furthermore, it may be revealed that the expansion of an organization will help to create more job opportunities which indicates the benefits of technological advances on creating new jobs.
In addition to that in the Information Technology (IT) sector, the use of technological advances is rising day by day while it is extremely important to increase the use of technological advances in the IT sector which will help to create more job opportunities. Additionally, it may be envisioned that the management of modern organizations needs to implement technological advances in a sustainable way even though a perfect balance of technological advances and human workforce is extremely important for the sustainable growth of every organization.
The roles of organizations and managers to address advances and increased use of technology
The managers of modern organizations need to conduct some digital changes through implementing technological advances in an organization which will help to increase the productivity of the organization. On the other hand, it may be asserted that due to the implements of artificial intelligence the labour market has observed new changes while new jobs are being created as well as some job roles are going to vanish (Ruzsa, 2018).
In addition to that, the management of an organization needs to develop the IT skills of employees which will help to manage the employees in an effective way while in the modern era, the low skilled employees may face difficulties due to the use of technological advances in an organization. Furthermore, it may be argued that the management of an organization needs to implement the technology advances through innovative leadership although innovation will help to implement the technological changes in an organization.
Additionally, it may be implied that technological advances help to improve the communication level of an organization even though it has been observed that technological advances have reduced the extra expenses of an organization through terminating low skilled employees.
It may be stated that automation and AI may increase the productivity of an organization, however, it may result in major job losses in an organization. Moreover, it may be implied that technological advances and rapidly growing technologies are one of the biggest reasons for unemployment in developed countries while developing countries need to use them to create more job opportunities.
On a contradictory note, it may be noted AI, robotics and automation may replace the employees of an organization which may vanish the demand for human labour, wages and recruiting while the uses of technology may increase the output of an organization (Lăzăroiu, 2019). It may be derived that due to technological changes the labour markets are affected significantly although it helps to break down a bundle of tasks into smaller tasks and create more job opportunities through freelancing (Oecd.org. 2021).
Furthermore, it may be opined that the maximum number of jobs in developing countries such as the UK, USA are automated while in developing and underdeveloped countries the number of automated jobs is not growing significantly. Apart from that, it may be opined that a total of 14% of jobs are at heavy risk due to technological advances and automation which 32% of total jobs may be transformed through the automation process (Oecd.org. 2021).
It may be opined that the employees are really getting nervous to adapt to the new technological changes which is the main reason for major job losses even though it has been observed that 6 out of 10 employees in OECD countries do not have proper Information and Communication Technology (ICT) skills (Oecd.org. 2021).
Moreover, it may be stated that it is the responsibility of the management of every organization to increase participation of existing adult employees to increase the skill level which will help to reduce the risk of automation (Oecd.org. 2021).
The manager of an organization needs to monitor the workers which will help to implement new technological advances in an organization even though it has been observed highly skilled employees do not have fear of joblessness in the modern era. Along with that, the management of modern organizations needs to recruit more young employees which will help to implement the technological changes in the organization while young employees have the credibility to adopt new digital changes.
Figure 1: Adults participation in training in OECD countries
It may be mentioned that a modern organization needs to follow four features of work to mitigate the major job losses such as big tech economy, exodus economy, precision economy and empathy economy which will help to manage the balance of automation and human labours in an organization (Dellot, et al., 2019).
On the contrary, it may be stated that the management of modern organizations needs to use a digital platform to enhance the skill of employees which will mitigate the number of job losses due to the automation process. One of the biggest advantages of digitalization is that it may help the management to operate the entire business process at a low cost which indicates that technological advances have both negative and positive impacts on labour markets.
Question – 5 The role of organizations or managers and the employees to develop the career path of employees
The managers of an organization play a crucial role in the development of the career path of employees in the modern era even though it has been observed that an organization may provide a career development planning program to ensure the career development of employees. On the other hand, it may be derived that career development is one of the most essential tools of organizations which will play a vital role in developing the career of employees which results in better productivity and performance (Rehman, 2017).
In addition to that the management of an organization needs to motivate the employees which will help to create a beneficial impact in the career development training. Furthermore, it may be implied that a perfect career development program helps to retain more employees in the organization while an effective leader will help to make a career development program in an organization through training and development. Apart from that, the managers of an organization may conduct different initiatives to develop the careers of employees such as rotating the job role of employees. Additionally, rotating roles of employees may ensure skill development which plays an important role in the career development of an individual employee.
It may be implied that an organization needs to promote virtual training and learning processes which will help to develop the career of employees in an effective way. On a contradictory note, it may be implied that it is extremely impactful for an organization to make a career development process for employees which will help to enhance the entire performance and efficiency of the organization.
In addition to that, the manager of an organization may use some tools such as various online training programs, career counselling, mentoring and coaching and career planning programs which will help to improve the skills of every employee and ensure the optimum career development of employees (Bálint, 2019).
Apart from that, the manager of an organization needs to conduct a succession planning program which may play a crucial role to develop the leadership skills of credible employees in the future while proper succession planning may motivate the employees which may create a positive impact on the career growth of employees. It may be opined that there are many career anchors such as technical/functional, security/stability, pure challenge, lifestyles while it is the duty of an employee to choose a career anchor for the development of a career path.
Moreover, it may be stated that career anchors are extremely impactful in human resource development while career anchors depend on individual efficiency which helps to enhance the skills, tendencies, opportunities, values, job identifying, and understanding skills (Nouri and Mousavi, 2020).
One of the benefits of career anchors is that it may help individual employees to make a better career plan through selecting any one anchor. On the contrary, it may be implied that the manager of any organization may use cross-cultural expertise to develop the career of employees while it has been mentioned that cross-cultural environments are extremely effective to develop the skills of employees which will also help to improve the leadership qualities of employees.
In addition to that, the managers of an organization need to move abroad which will help to develop the managerial and interpersonal skills of these employees and assure optimum career growth. Along with that, the manager of an organization needs to provide coaching and mentoring programs for the career growth of employees which will help to improve the skills, performance and knowledge of employees (CIPD. 2021).
Figure 2: Schein’s Career Anchors
(Source: Nouri and Mousavi, 2020)
Moreover, it may be implied that coaching and mentoring is one of the commonly used tools to plan the career development of employees in a professional way while a total of 76% of organizations are providing coaching and mentoring facilities which may play an essential role in the career development plan of employees (CIPD. 2021).
One of the biggest benefits of coaching and mentoring is that it may help to address and resolve the career issues of an individual employee and focuses on developing the skills and improving the performance of individual employees.
Additionally, it may be derived that the manager of an organization and an employee needs to work effectively to ensure the career growth of employees while it has been observed that without career growth an employee may not be able to achieve the career goals in the future.
Difference between the two approaches
It may be opined that the manager of the company may help to develop the career of an employee even though an employee also plays a vital role in developing a career path. On the other hand, it may be derived that Arthur’s intelligent career framework is extremely effective for an individual employee to get the way of career development path. In addition to that, the intelligent career framework of Arthur may help an individual employee to understand why, how and with whom an employee will work and it will also help to find the best way of career development.
Apart from this, it may be implied that traditional career frameworks are less effective while intelligent career framework is extremely impactful to design the career path of an individual employee in an effective way.
Moreover, it may be envisioned that the intelligent career framework has no boundary in career development while it advises success stems which will be extremely affected for the growth of the career path of an individual employee (Beigi et al., 2018). In this figure knowing why defines the importance of motivation in the workplace, knowing how reflects the way to increase the knowledge and learning in the workplace and knowing who derives the relationship of employees with the higher authorities of an organization.
Figure 3: Intelligent Career Framework
(Source: Beigi et al., 2018)
It may be defined that it is the duty of an individual employee to work hard and achieve career goals even though it has been mentioned that the manager of an organization may help the employees in developing the career path. On the contrary, it may be argued that an individual employee may use the career transition to develop the career in an effective way although an individual needs to set the goals to use the career transition tools.
Furthermore, it may be stated that career transition may play a vital role if any individual wants to make a change in the career. Moreover, it may be opined that the manager of an organization will not make important in career transition if any individual wants to change the career. One of the main reasons for career transition is the change of professional identity of an individual employee which depends on the form of personal representativeness in the workplace (PARK, 2020).
Furthermore, it may be stated that the manager of a company also motivated employees which may create a beneficial impact on the career development of employees.
It may be implied that the manager of an organization may provide proper training to employees which will ensure the career growth of the employees even though an individual employee may stimulate the career growth process through hard work. It is the duty of the managers of an organization to identify the individual skills of every employee which will help to make a proper career development plan for every employee.
On a broader note, it may be argued that, if the management of an organization is not supportive then an employee may work hard to identify the skills which will help the employee for career development. Furthermore, it may be opined that an organization may conduct a leading or LMD program which may create a positive effect on the career growth of employees.
Moreover, there are various types of LMD programs such as job training, classroom training, experiential learning, mentoring and coaching which are extremely impactful to make an appropriate career path for employees of an organization. Along with that, the individual approach of an employee can make these training programs successful while without an individual approach it is extremely difficult for the manager of an organization to develop career ladders.
The main approach of the coaching and mentoring process is to focus on individual employees and ensure the career development of these employees even though it also develops the leadership skills of individual employees which is extremely essential for career development.
Moreover, it may be asserted that coaching may be conducted to recognize the strengths and weaknesses of individual employees of an organization, however, mentoring may help to solve the problems and issues of careers development of employees. On a contradictory note, it may be argued that the manager of an organization may create a professional map through coaching and mentoring which will ensure the career growth of employees.
Additionally, the manager of an organization needs to support self-directed learning which will play a crucial role in developing the career of employees.
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