Paper Example on Human Resource Management

The Changing Structure of Work

The industrial revolution was an era during which there was a transition in the manufacturing industry which occurred in the late 18th century and early 19th century. The transition saw changes from farm processed, and handmade goods to the factory products which were machine made and then later to assembly lines of production and mass production of goods (Korgen, Korgen, & Giraffe, 2015). The revolution created new opportunities in the labor market for the skilled employees. It also meant that the unskilled laborers could lose their jobs in return since their manual labor was replaced by machines (Korgen, Korgen, & Giraffe, 2015).

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The shift in economic systems from an agrarian society to an industrial society have affected the workers and their families. The transformation has seen a rise in demand for skilled laborers and a replacement of unskilled laborers by machines (Korgen, Korgen, & Giraffe, 2015). Such a transformation has meant that a large number of people were rendered jobless and unable to provide for their families and themselves. As a consequence, many people had to acquire skills and regain employment in the new industries created by the revolution since the demand for skilled laborers was high and the supply was low (Korgen, Korgen, & Giraffe, 2015).

Over the past 50 years, technological changes have seen a shift from manual processes in the industries to automated processes (Korgen, Korgen, & Giraffe, 2015). Companies have embraced the use of technology and artificial intelligence to ease the manufacturing process. For example, the assembly line production in Toyota is fully automated and unmanned. The same case is the packaging and distribution of goods at the Amazon.com warehouse.

The shifts in the industries have seen changes in career options differentiated from the ones available over the past 20 years and the past 40 years or more (Korgen, Korgen, & Giraffe, 2015). Our parents and grandparents focused on skill-based learning for employment opportunities with no need of understanding technology. However, presently, the career options will depend on an individual's ability to understand the changes in technology and embrace the changes. For example, every employee in the present generation must have knowledge of computers and an understanding of how the internet works.

Evidence-Based Decision Making

The data-based evidence is important in determining the needs of the HR team within an organization (Briner & Barends, 2016). As a consequence, it becomes easier for the human resource practitioners to make decisions with regards to the hiring process. Based on the video, the research is conducted through data analytics to determine the needs of the market (Work with Google, 2014). Analytics determine the needs of the market which is important for the HR practitioners since they will understand the type of laborers that they need to hire for their duties.

The HR needs to understand the experiences of various groups in the workforce. For an HR practitioner to understand the experiences of the older workers aged 55 and older, it will be necessary for the organization to consider a return in their output as evidence for their expertise within the organization (Rousseau, & Barends, 2011). The evidence will show if they are contented with their jobs or if their jobs are too complicated. At the same time, it will also be necessary to provide response-based research on their particular experiences. The responses provided will help in determining the type of experiences that the older employees have within the organization (Briner & Barends, 2016). As a consequence, it will be easier to implement changes. For example, the evidence will show factors such as time to have contributed towards increased stress among this group of employees.

References

Rousseau, D. M., & Barends, E. G. R. (2011). Becoming an evidence-based HR practitioner (Links to an external site.)Links to an external site. Human Resource Management Journal, 21(3), 221-235. Retrieved from http://www.cebma.info/wp-content/uploads/Rousseau-Barends-HRMJ-20111.pdfWork with Google. (2014, November 10). HR meets Science at Google with Prasad Setty. (Links to an external site.) Links to an external site. [Video file]. Retrieved from https://youtu.be/KY8v-O5Buyc

Korgen, K. O., Korgen, J. O., & Giraffe, V. (2015). Social issues in the workplace (2nd ed.) [Electronic version]. Retrieved from https://content.ashford.edu/

Briner, R. B., & Barends, E. (2016). The Role of Scientific Findings in Evidence-Based HR. People & Strategy, 39(2), 16-20.