1.

The Industrys HR Trends for 2014

2. What challenges HR today?
Stay aligned with the complex world of HR Keep up with global and local
market evolutions Constantly improve HR service delivery How to define
YOUR strategic HR priorities? NGA consolidated the TOP 15 industrys most
popular HR trends for 2014 and grouped them into 3 categories:
1. The Strategic Role of HR
2. HR Technology in Support of The Business
3. The Ever Evolving Global Workforce Copyright NGA Human
Resources. All rights reserved.
3. The Strategic Role of HR 3 Copyright NGA Human Resources. All
rights reserved. 15 May 2013 3
4. 1. The Ongoing Transformation Journey of the HR Function The need
to redesign the HR function to match the evolving business needs and market
trends still remains very important. Josh Bersin: The need to Reskill HR
is one of the top five challenges around the world. Todays HR organizations
are no longer judged by their administrative efficiency, but by their ability to
acquire, develop, retain, and help manage talent. Josh Bersin is the founder
of Advisory Services Company Bersin & Associates SHRM: In many
organizations, the HR function is still holding onto traditional siloed
processes and inefficient approaches. SHRM is the Society for Human
Resource Management Pat Greer: As business growth becomes a top
priority for organizations across the globe, HR leaders will be expected to
partner with senior leadership to devise and implement strategic plans dealing
with an effective growth, retention, engagement, and total compensation. Pat
Greer is Academic Director at the University of Denver Sources:
http://www.forbes.com/sites/joshbersin/2013/12/19/ten-predictions-for-talentleadership-and-hr-technology-in-2014/
http://www.cobizmag.com/articles/hr-trends-to-watch-in-2014 Copyright
NGA Human Resources. All rights reserved. 4
5. 2. HR needs to think as a marketer In 2014, a companys employer
value proposition and related brand become more important than ever. Josh
Bersin: An employer brand reflects a companys leadership style and work
environment. All these things are connected, and how well they resonate will
directly impact the companys ability to hire. Melissa Bailey: 2014 will be
the year that CHROs make a strong move from recruitment to attraction. This
requires a different skillset and a new approach to recruiting; companies will
need to set themselves up for long-term success, such as defining messages
and communication strategies that generate potential candidates interest.
Melissa Bailey is President Americas for Universum Sources:

http://www.tlnt.com/2014/01/06/heres-why-2014-is-going-to-be-the-year-ofthe-employee/ http://www.ere.net/2013/11/28/4-trends-to-watch-for-in-2014/
Copyright NGA Human Resources. All rights reserved. 5
6. 3. HR outsourcing is on the rise The downsizing of in-house
transactional HR activities and the increase of HR outsourcing continues to be
a hot topic. HRM Asia: HR outsourcing is no longer reserved for big
multinationals. SMEs are placing a greater importance on business HR which
allows regional HR leaders to focus on critical challenges including talent
retention and leadership development. HRM Asia is an Asian Human
Resources Management magazine NelsonHall: the Global MPHRO market
will continue to grow significantly in the years to come. Where MPHRO
services are provided, payroll will continue to be the initial footprint.
NelsonHall is the industrys leading BPO analyst firm Michael Custers: We
expect to see HR outsourcing to fit into a wider Global Business Services
ecosystem. This trend builds on demand for further standardization of
services, globalization and continued cost efficiencies. Michael Custers is VP
Marketing at NGA Human Resources Sources:
http://www.hrmasia.com/resources/recruitment/hr-trends-to-watch-in2014/181885/ http://research.nelson-hall.com/blogs-webcasts/nelsonhallblog/?avpage-views=blog&type=post&post_id=102
http://www.ngahr.com/blog/what-were-major-developments-2013-global-hro
Copyright NGA Human Resources. All rights reserved. 6
7. 4. Globalization continued As the world becomes more globalized,
understanding all aspects of the globalization of functions has become
essential, particularly in HR. Cameron Edmond: As organizations and
workforces become borderless, the ability to manage globally and execute
locally is becoming increasingly important, creating the need to set up a
borderless HR strategy. Cameron Edmond is chief journalist for HC Online
Pat Greer: Moving into 2014, I expect going global to become more
commonplace. Josh Bersin: Key skills and functions will increasingly be
scarce. But unlike prior years, this is no longer a problem of hiring top people
or recruiting better than the competition. Instead, companies must expand
recruiting to a global level, and need to source and locate operations around
the world to find the right skills. Sources: http://www.hcamag.com/hrnews/six-hr-trends-for-2014-182436.aspx
http://www.cobizmag.com/articles/hr-trends-to-watch-in-2014
http://www.forbes.com/sites/joshbersin/2013/12/19/ten-predictions-for-talentleadership-and-hr-technology-in-2014/ Copyright NGA Human Resources. All
rights reserved. 7
8. 5. A holistic approach towards Talent Management In 2014, companies
will have to think of talent management as one, holistic, integrated system to
deal with future talent pressures. Josh Bersin: Our research shows that,
although many companies have talent management teams, many are still
operating in silos. Michael Custers: Talent Management as a Service will

become a model which helps answer the effectiveness question of many talent
management processes. Also, HR service providers will build Integration as
a Service offerings to help enable secure and solid application integration.
SAP: Integration, consolidation, and suite HR solutions will increase the
interoperability of systems, databases, and tools in 2014. SAP is a market and
technology leader in client/server enterprise application software Sources:
http://www.tlnt.com/2014/01/06/heres-why-2014-is-going-to-be-the-year-ofthe-employee/ http://www.ngahr.com/blog/what-were-major-developments2013-global-hro http://en.sap.info/top-10-hr-technology-trends-for2014/97442 Copyright NGA Human Resources. All rights reserved. 8
9. HR Technology in Support of The Business 9 Copyright NGA Human
Resources. All rights reserved. 15 May 2013 9
10. 6. Simplified HR technology The HR technology market will continue
to expand, but with a higher focus on simplification and easy user adaption.
Josh Bersin: Employees are already overwhelmed by new technologies, and
as such HR tools and content need to be easy to use and deliver added value.
The strategy for 2014 is not just to implement new technology, but to make it
simple, easy to use, and widely adopted. Sources:
http://www.forbes.com/sites/joshbersin/2013/12/19/ten-predictions-for-talentleadership-and-hr-technology-in-2014/
http://www.tlnt.com/2014/01/06/heres-why-2014-is-going-to-be-the-year-ofthe-employee/ Copyright NGA Human Resources. All rights reserved. 10
11. 7. Ongoing evolution towards the Cloud The trend towards cloud HR
solutions will continue to expand in 2014. Aliah D. Wright: Storing HR data
in the cloud will continue to be a trend in 2014, as companies focus on saving
money and having their data available anytime, anywhere. Aliah D. Wright is
online editor/manager for SHRM Cameron Edmond: New solutions to
technology investments that offer deeper functionality will be delivered via a
software-as-a-service (SAAS) model. Michael Custers: Software-as-aservice (SAAS) will continue to provide optimal solutions for workforce
system needs. SAP: HR data is secure in the cloud. When its done right, the
cloud is just as secure as onsite, on-premise software solutions. Sources:
http://www.shrm.org/hrdisciplines/technology/Articles/Pages/WhatWorkforce-Trends-Will-HR-See-in-2014.aspx http://www.hcamag.com/hrnews/six-hr-trends-for-2014-182436.aspx http://www.ngahr.com/blog/whatwere-major-developments-2013-global-hro http://en.sap.info/top-10-hrtechnology-trends-for-2014/97442 Copyright NGA Human Resources. All
rights reserved. 11
12. 8. The use of HR analytics and Talent analytics will increase In
2014, the use of HR analytics to improve decision-making grow. Moreover,
talent analytics become crucial to a companys success. Pat Greer: This shift
toward data-driven decision-making is what can separate a good HR
department from a great HR department. Melissa Bailey: Many

organizations are even hiring data analysts into their HR departments. Josh
Bersin: Companies that excel in talent analytics have improved their
recruiting by 2X, leadership pipeline by 3X, and financial performance as
well. Sources: http://www.ere.net/2013/11/28/4-trends-to-watch-for-in2014/ http://www.cobizmag.com/articles/hr-trends-to-watch-in-2014
http://www.forbes.com/sites/joshbersin/2013/12/19/ten-predictions-for-talentleadership-and-hr-technology-in-2014/ Copyright NGA Human Resources. All
rights reserved. 12
13. 9. The mobile revolution is HR on-board? Trends such as Bring
Your Own Device (BYOD) and the creation of mobile HR applications have
an important impact on HR departments. Nicholas Roi: In 2014, the bring
your own device (BYOD) trend will further increase in popularity, the direct
result being that more companies will begin developing and formalizing
BYOD strategies. Nicholas Roi is Managing Director of SilkRoad Emma
Snider: HR is becoming more involved in the creation of BYOD policies, to
regulate employee access to enterprise data & systems and to minimize
security risks. Emma Snider is Associate Site and News Editor of
SearchFinancialApplications.com Cameron Edmond: Mobile applications are
expected to play a more crucial role in 2014. Aliah D. Wright: PeopleMatter
predicts more companies will develop apps that help schedule and record time
and attendance; aid employee engagement; create digital to-do lists and
productivity trackers; and complete a range of other tasks. Sources:
http://www.trainingzone.co.uk/blogs-post/2014-hr-trends-it%E2%80%99s-allabout-technology/186162
http://searchfinancialapplications.techtarget.com/feature/Top-five-HRtechnology-predictions-for-2014 http://www.hcamag.com/hr-news/six-hrtrends-for-2014-182436.aspx
http://www.shrm.org/hrdisciplines/technology/Articles/Pages/WhatWorkforce-Trends-Will-HR-See-in-2014.aspx Copyright NGA Human
Resources. All rights reserved. 13
14. 10. Time to create social HR solutions The importance of social
media channels and tools for HR processes will only increase. In addition, the
integration of these tools becomes a necessity. SAP: Integrated social media
will result in better communication and collaboration. Josh Bersin: For
many years we have been dealing with social software tools in HR as addons and new ways of doing old things. But now social systems are able to do
new things open employee communications, candidate relationship
management, creating talent networks, delivering social learning, and more. In
2014, HR has to take social as the standard in every HR solution it
delivers. Sources: http://en.sap.info/top-10-hr-technology-trends-for2014/97442 http://www.tlnt.com/2014/01/06/heres-why-2014-is-going-tobe-the-year-of-the-employee/ Copyright NGA Human Resources. All rights
reserved. 14
15. The Ever Evolving Global Workforce 15 Copyright NGA Human

Resources. All rights reserved. 15 May 2013 15

16. 11. Focus on employee retention the ongoing war for talent In 2014,
the need for HR to focus on employee retention will become a top priority.
Josh Bersin: During the past five years, companies have reduced costs,
restructured, rationalized spending, and pushed people to work harder than
ever. But this year the power will shift: high-performing employees will start
to exert control. Top people with key skills will be in short supply. In
addition, people want work which is meaningful, rewarding, and enjoyable.
Top performers will seek out career growth. Midlevel staff will strive for
leadership development. And HR will have to compete, adapt, and innovate to
stay ahead. Source: http://www.forbes.com/sites/joshbersin/2013/12/19/tenpredictions-for-talent-leadership-and-hr-technology-in-2014/ Copyright NGA
Human Resources. All rights reserved. 16
17. 12. Redefining employee engagement With employee retention
becoming a top priority for organizations, HR needs to redefine staff
engagement and focus on employee recognition. Josh Bersin: HR will have
to look at employee engagement from a holistic standpoint. A companys
work environment, management practices, benefits and recognition programs,
career development, and corporate mission all contribute to engagement. Pat
Greer: Recognition is the first step towards employee engagement, beginning
at the start of an employees career. Employee engagement consists of
meaningful work, support, tools, and wellbeing in the job. Sources:
http://www.forbes.com/sites/joshbersin/2013/12/19/ten-predictions-for-talentleadership-and-hr-technology-in-2014/
http://www.cobizmag.com/articles/hr-trends-to-watch-in-2014 Copyright
NGA Human Resources. All rights reserved. 17
18. 13. Millennials are entering the job market As a new generation is
entering the job market, it is important for HR to understand this generations
specific characteristics and needs. Pat Greer: Besides their penchant for
technology, millennial employees are more global in their thinking, more
invested in relationship building, and more willing to be flexible within the
workplace. Knowing these values, plus the many other traits held by
millennials such as having passion, believing in accountability, and being
achievement driven, will help HR professionals as they seek out productive
employees to fill new roles. Melissa Bailey: HR needs to adapt its way of
working to these needs, and focus on offering a more personal touch to this
generation of candidates and employees. Employers should consider how
technology can help facilitate, rather than replace, a personal interaction.
Sources: http://www.cobizmag.com/articles/hr-trends-to-watch-in-2014
http://www.ere.net/2013/11/28/4-trends-to-watch-for-in-2014/ Copyright
NGA Human Resources. All rights reserved. 18
19. 14. The rise of flexible working environments Flexible working
environments and work schedules are increasingly impacting employees,

managers and HR departments. Nicholas Roi: While some companies are

wary of introducing flexible working in their business, most now
acknowledge its benefits including a happier and more productive
workforce. SAP: Virtualization and globalization are increasingly
transforming the workplace. Remote and flexible working arrangements will
continue to proliferate, expanding outside country boundaries and forcing
employers to be more innovative in how they use collaboration tools.
Sources: http://www.trainingzone.co.uk/blogs-post/2014-hr-trends-it
%E2%80%99s-all-about-technology/186162 http://en.sap.info/top-10-hrtechnology-trends-for-2014/97442 Copyright NGA Human Resources. All
rights reserved. 19
20. 15. Continuous learning and development Annual employee
development programs will be replaced by more continuous actions aimed at
developing, engaging and motivating employees. Josh Bersin: Companies
will aggressively redesign their appraisal and evaluation programs to focus on
coaching, development, continuous goal alignment, and recognition. The
oldfashioned performance review will slowly be replaced by a focus on
engaging people and helping them perform at extraordinary levels.
Companies that focus on continuous learning in 2014 will attract the best and
build for the future. The skills gaps in the workplace are greater than ever, and
organizations must build continuous learning solutions to engage current
people and attract professionals to their organization. Jeanne Meister:
Companies are evolving towards an on-going dialogue rather than a once a
year review. Some companies are even going one-step further to create a new
evaluation process focusing on an informal system of real-time feedback,
without any forms to fill out or submit to HR. Jeanne Meister is Contributor
at Forbes Sources: http://www.forbes.com/sites/joshbersin/2013/12/19/tenpredictions-for-talent-leadership-and-hr-technology-in-2014/
http://www.tlnt.com/2014/01/06/heres-why-2014-is-going-to-be-the-year-ofthe-employee/ http://www.forbes.com/sites/jeannemeister/2014/01/06/2014the-year-social-hr-matters/ Copyright NGA Human Resources. All rights
reserved. 20
21. Conclusion Anita Lettinks vision for HR in 2014: In 2014 your HR
will be mobile, social and in the cloud, as big data will demonstrate to the
business that you must recruit and develop talent. And while youre
introducing new technology, dont forget to reskill your HR department.
Source: http://www.visionsforhr.com/2013/12/hr-trends-2014/ Copyright
NGA Human Resources. All rights reserved. 21
22. Download our latest Position Paper Visit our online Resources Center
and download the Position Paper The Evolution of HR Outsourcing: Trends
for 2014 Click below to read how topics such as the move towards cloud &
SaaS HR technologies, big data, Talent Management as a Service, automation,
globalization and standardization will gain importance in the years to come.
http://resources.ngahr.com/evolution-hroutsourcing-trends-2014 Copyright

NGA Human Resources. All rights reserved.

1. Human Resource Management Functions and Strategy Presented by:

LOLITA M. GANDIA E10-1174, MPA
2. The HRM Functions:
The unit taking care of the people in the organization.
provides significant support and advice to line management.
examines the various HR processes that are concerned with
attracting, managing, motivating and developing employees for the
benefit of the organization.
3. Major Functions of the HRM
Staffing
Training and Development
Motivation
Maintenance
4. 1. Staffing
aims to locate competent employees and bring them into the
organization.
a continuous activity in the organization.
5. Phases of Staffing:
Employment Planning
- Job Design
According to Michael Armstrong, "Job Design is the process
of deciding on the contents of a job in terms of its duties and
responsibilities, on the methods to be used in carrying out the job, in
terms of techniques, systems and procedures, and on the relationships
that should exist between the job holder and his superior subordinates
and colleagues. ( http://hubpages.com/hub/Job-Design )
6. 2 . Job Analysis
the process whereby jobs are investigated in sufficient detail to

enable (a) recruitment of people into them or (b) assessment of the

performance of people who are already working in them.
7.

Job analysis identifies the following information:

Detailed breakdown of the duties involved in a position
Skills, knowledge, attitudes and experiece a person should bring to
the position
Environment condition of the job
8. Job Analysis is of two forms:
1. Job Description
critical skills required for the job
tasks or performance standard,
responsibilities and disciplinary procedures
service condition of the job
pay rates

9.

Job Specifications
Describes the requirements of the person for the job
abilities
educational qualifications
special physical and mental skills
training
experience and others

10.

- Job descriptions are useful for recruiting and screening new

possible employees because of their clarity and comprehensiveness.
JD provides a foundation for evaluating job applicants and developing
legally justifiable interview questions and screening practices.
11. 3. Recruitment - initial attraction & screening of applicants.

 Internal Sources
Job Posting
Intranet
Succession Plans
Referrals
External Sources
Ads
Job Placement Agencies
Internet
Placement thourgh Colleges and Universities
12.

4 . Selection
Application Evaluation
Methods of Selection:
Interviews
Tests
Background Investigations
Medical Tests

13.

5. Hiring
This is the process of appointing the person selected for a
particular job.
6. Induction
Introducing the employee to the organization and the
organizations culture.
Introducing the employee to his/her job
14. 2. Training & Development
Employee training

 Designed to assist employees in acquiring better skills for their

current jobs.
Employee development
designed to help organization to ensure that it has the necessary
talent internally for meeting the future human resource needed.
15.

Organization development
Deals with facilitating system wide change in the organization.
Career development
Designed to assist employees in advancing their work lives.
However, it is a responsibility of the individual , not of the
organization (employee centered)
16. 3. Motivation
an employees intrinsic enthusiasm about and drive to accomplish
work
1. Respect between Management and workers
2. Set Performance standard for each employee
17. 4. Maintenance -retention of productive employees
1. Welfare Administration
Medical facilities
Canteen facilities
Housing facilities
Transport facilities
Recreation facilities
Loan facilities
Educational facilities
Various Incentive schemes / clear view of retirement benefit

18.

2. Health and Safety Administration

 employee assistance programs (EAPs )

Medical
Dental
Accidental
Educational
retirement
19.

3. Communication Program
E- mail
voicemail
intranet
bulletin board
function hall
video conferencing
telephone/cellphone, etc.
20. External Elements Affecting HRM
1. Dynamic Environment of HRM
Globalization
new technology
workforce diversity that requires changing skill requirements
continuous improvement
decentralization
employee involvement and ethics .

21.

2. Government legislations
laws and regulations that benefit the workers and protects them in
the workplace.

 leave benefit ( sick, vacation, maternity and

other)
civil rights act
Wages act
Person with disability act
Gender act.. etc
Labor union
22.

3. Labor Unions
Labor union exist to assist workers in dealing with the
management
with a third party representative,
to secure wages
hours
benefits
and other terms of condition of employment

23.

4. Management Thought
Frederick Taylor
scientific management
Specialization of labor
reward
Henry Fayol
divided the organization into six- technical, commercial, financial,
security, accounting and managerial
14 principles of management
Max weber
Bureaucratic organization

24.

Hawthrone Studies
a series of studies that provided new insights into group behavior
and motivation.
Workers are motivated by more than economic factor
Workers attitude are affected by their feeling on each other and a
common purpose ( behavioral approach like Elton Mayo)

25.

Elton Mayo
importance of group affecting individuals behavior at work.
Group dynamics, conflict management and political process in the
organization.
Joan Woodword
One best way is not practical- depends on span of control, number
of levels of authority, etc.
26. References:
Decenzo,D., & Robbins,S.P., (2010).Human resource
management(10 th ed.).Singapore:South Western.
Bernardin,H.J.,(2007)Human resource management. An
experimental approach.Boston:mc-graw-Hill.
http://www.accel-team.com
http://www.cliffsnotes.com
http://www.suite101.com
http://www.tutebox.com
http://hrmadvice.com
http://www.strategic-human-resource.com
http://www.netmba.com
http://www.enotes.com
http://www.hr-guide.com/data/G000.htm