HCM547 Technology, Disruption, And Human Capital Management Assignment Sample SUSS Singapore

HCM547 Technology, Disruption and Human Capital Management examines the way that technological disruption is transforming human capital management. The course begins with coverage of digital megatrends like artificial intelligence (AI) or automation which could transform industries through increased productivity as well as job loss; it moves on to consider how businesses can benefit from flexible work arrangements such those found in “the gig economy.” Coverage continues perspectives both ethical/societal considerations around opportunities–and costs associated thereof-whenever they exist alongside each other. The course will also look at the use of technology in learning and development.

The pace of technological change is accelerating, and businesses need to be prepared for disruptions in the way that they operate. HCM547 Technology, Disruption and Human Capital Management examines the way that technological disruption is transforming human capital management. The course begins with coverage of digital megatrends like artificial intelligence (AI) or automation which could transform industries through increased productivity as well as job loss; it moves on to consider how businesses can benefit from flexible work arrangements such those found in “the gig economy.” Coverage continues with ethical/societal considerations around opportunities–and costs associated thereof–whenever they exist alongside each other. The course will also look at the use of technology in learning and development.

The second half of the course will examine how digitalisation, automation and other forms of disruption have affected traditional human capital functions such as learning & development; performance management/talent hiring.

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Assignment Task 1: Discuss the consequences of megatrends on organizations and human capital management.

There are a number of potential consequences of megatrends on organisations and human capital.

One is that organisations may find it increasingly difficult to attract and retain top talent. As the workforce becomes more globalised and mobile, workers will be less likely to commit to long-term employment with any one organisation. This could lead to a brain drain as organisations lose their best and brightest employees.

Additionally, megatrends may also make it difficult for organisations to keep up with changes in technology and processes. This could lead to a competitive disadvantage as well as disruptions in day-to-day operations.

Finally, megatrends could also have an impact on the bottom line, as certain sectors or industries become obsolete due to changes in technology or consumer preferences. For example, the rise of e-commerce has led to the closure of many brick-and-mortar retail stores. As a result, organisations will need to be adaptable and nimble in order to survive and thrive in this ever-changing landscape.

Assignment Task 2: Appraise the digitalisation and automation of key human capital management functions.

The digitalisation and automation of key human capital management functions can bring a number of benefits to organisations. The main advantages are:

• Increased efficiency: Automation can help to speed up processes and save time. For example, automating the recruitment process can help to reduce the amount of time it takes to find the best candidates for a role.
• Reduced costs: Automation can help organisations to save money by reducing the need for manual input or processing. For example, automating payroll processes can help organisations to save on labour costs.
• Improved accuracy: Automated systems are typically more accurate than manual systems, which can lead to improved decision making and reduced errors.
• Increased flexibility: Automated systems can be adapted to changing circumstances more quickly and easily than manual systems. This can provide organisations with greater flexibility in responding to changes in the market or in their business needs.

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Assignment Task 3: Predict and prepare for the transformation of human capital management in the coming decades.

The transformation of human capital management in the coming decades will be largely influenced by the following three factors:

1. Growth in mobile and cloud-based technologies that allow for anytime, anywhere access to data and applications. This will create new opportunities for real-time collaboration and communication between employees, managers, and other stakeholders.
2. Greater emphasis on employee productivity and engagement as a key measure of organizational success. Human capital management will need to evolve to better track and manage employee performance metrics in order to optimize productivity and engagement.
3. Increased demand for specialized talent due to technological advancements and globalization. Organizations will need to develop more sophisticated systems for identifying high-value skill sets and matching them with the right candidates. This will require closer cooperation between the HR and recruiting functions within organizations.

Assignment Task 4: Develop future-ready human capital initiatives, policies, and strategies.

There is no one-size-fits-all answer to this question, as the best way to develop future-ready human capital initiatives, policies, and strategies will vary depending on the specific needs of your organization. However, some tips on how to create a future-ready workforce include:

1) Encouraging lifelong learning and professional development. Employees who are constantly learning and expanding their skills are more adaptable and better equipped to handle new challenges.

2) Promoting diversity and inclusion. A diverse workforce is better equipped to deal with the complexities of the global economy.

3) Fostering a culture of innovation. Employees who feel comfortable taking risks and experimenting with new ideas are more likely to come up with innovative solutions to problems.

4) Encouraging work-life balance. Employees who feel stressed out and overworked are less productive and more likely to leave the organization.

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Assignment Task 5: Assess an organization’s HR analytics capability, use of digital technology, and compliance with data law.

To assess an organization’s HR analytics capability, you’ll want to consider three main factors: their use of digital technology, their compliance with data law, and the quality of their data.

Digital technology is increasingly important in HR analytics, as it allows for the collection and analysis of large amounts of data. Therefore, you’ll want to look at how an organization uses digital technology in their HR analytics process. Are they using cutting-edge tools? Do they have a robust system in place? Are they able to effectively collect and analyze data?

Compliance with data law is also critical. With the General Data Protection Regulation (GDPR) coming into effect last year, organizations must be aware of and compliant with data privacy laws. This means ensuring that employee data is collected, used, and stored in a way that complies with GDPR.

Finally, the quality of data is also important. In order for HR analytics to be effective, organizations must have high-quality data that is accurate and up-to-date. This can be a challenge, as data quality can vary depending on the source. Therefore, organizations must have a system in place to ensure that data is of the highest quality possible.

Assignment Task 6: Propose data and technology-driven solutions to organizational and business issues.

There are a number of ways that data and technology can be used to help organisations and businesses solve various issues. Here are a few examples:

1. Data analytics can be used to help businesses make better decisions by providing them with insights into customer behaviour, trends, and patterns.
2. Data collected from sensors and other devices can be used to improve process efficiency and optimize operations. For example, data collected from smart meters can be used to detect equipment failures or faults in the manufacturing process.
3. Big data platforms can be used to power artificial intelligence applications which can help organisations automate tasks, make recommendations, and identify opportunities for improvement.
4. Blockchain technology can be used to create transparent and secure systems for managing data and transactions. For example, blockchain can be used to create a decentralized database of medical records that is secure and tamper-proof.

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