HR & Beyond

Introduction With the pace at which the digital world is changing the business environment, it also poses a significant risk of cyber attacks. The role of IT departments in cybersecurity is still very important, but the fact is, that HR should now also be playing a more prominent role. The HR professionals working with sensitive employee information are well-positioned to empower the organizational culture, employee behavioral change, and compliance implementation. The most examples of insider threats and human error as main reasons for data breaches prove that the involvement of HR in the cybersecurity awareness and risk mitigation is simply the necessity. Cybersecurity has evolved and now it is not just a technical matter but it is a person-centered issue. The study reveals that 62% of the leaders of organizations are of the opinion that the most significant cybersecurity threats come from employees who have done reckless acts unfortunately rather than hacker attacks. Since many empl...

Introduction Remote work has completely changed the way we work and was pandemic-accelerated and now enabled by the rapid development in technology, demographic changes, globalization, and the quest for cost savings. Remote work was initially seen as a temporary solution in the face of a crisis, such as COVID-19. It has, since then, become a permanent and strategic feature of many businesses' operating models. The transition has, to a large extent, retasked the personnel professionals. They are faced with new problems and have to assume the roles of managers of virtual teams. With the workforce becoming more dispersed, the human resources department is compelled to implement best practices that enable it to effectively communicate, actively engage, build trust, manage performance, and provide mental health support to the employees in the remote environment. The major factors that led to the boom of remote work are numberless. The technological improvements including broadband inter...

Introduction In recent times, mental health has emerged as a significant aspect of workplace strategies globally, especially after the outbreak of the COVID-19 pandemic. The pandemic has resulted in a surge in stress, burnout, and emotional exhaustion among the employees which, in turn, have led organizations to realize the impact that mental health could have on performance, engagement, and retention. Apart from the diminishing stigma and increasing awareness, Human Resource professionals are at the forefront of designing and implementing initiatives to be able to provide mental health assistance. This change is not only consistent with ethical responsibility but also a good business decision considering the high cost of absenteeism, presenteeism, and turnover, which are results of poor mental health. According to some recent studies, it has been revealed that over 80% of workers doing white-collar jobs in India are suffering from some mental health symptoms. More than 50% of them hav...

  Introduction Organizations worldwide are going through a radical change focusing obsessively on the new concept of an attractive employer allowing them to differentiate themselves. This differentiation is becoming more significant as the unemployment rate is at its minimum in most developed countries. Czech Republic is a country with an unemployment rate of around 2.3% in 2018, the lowest among all EU member states. To attract new employees, organizations are still searching for the best possible solution and that is acquiring the label of "attractive employer." Finding and nurturing the best talent is crucial to the company's survival and growth. Effective branding does not only attract but also retain talented personnel, thus, it is a useful tool for companies to win the competition for the "war for talent." To fix this problem, companies have to find out which attributes are the most important to certain groups of potential employees and they must understan...

KPMG. (2025, June 6). KPMG’s Sri Lanka Academy: Your Rights, Your Responsibility (KPMG Webinar) [Video]. YouTube. https://youtu.be/rTPHOGrFpz 8 Introduction In the era of rapid technological advancement, digital change has changed the whole nature of the ways organizations do business, particularly in HRM. HR was previously seen as a function that supported the business but is now a strategic partner that has been enabled using technologies like HRIS, cloud computing, AI, and data analytics. The change from manual HR to digital systems is not only about saving time but also about building a responsive, people-centric, and data-driven HR environment. 1. The Nature of Digital Transformation in HR Digital transformation in HR involves automating, optimizing, and rethinking HR functions using digital tools. This includes: HRIS (Human Resource Information Systems) for storing and managing employee data. Cloud-based platforms for anytime-anywhere access to HR services. AI-powered tools for r...

  Introduction Human Resource Management (HRM) in the modern business environment days is so fast that it is no longer limited to hiring, payroll, or compliance but it has become a significant driver of the creation of resilient, intelligent, and sustainable organizations. HRM is changing very fast with the combination of technology, environmental awareness, and organizational agility, which makes it a dynamic force that leads the journey for future-ready enterprises. One of the most influential trends in HRM today has been the use of Artificial Intelligence (AI) and Advanced Analytics throughout the board. Implementing AI and analytics can improve efficiency and productivity through automation, the visualization of employee experiences, and verification of real-time data-driven decisions. AI-powered HR systems are not only increasing operational efficiency but also revolutionizing various HR functions such as recruitment, performance management, and employee engagement. Sustainabi...

  Introduction: The Role of Emotional Intelligence in Leadership Development Emotional intelligence has been proven to be a major factor in leadership success although it is not the focus of traditional leadership development programs. Emotional intelligent leaders are able to regulate their emotions better, recognize and empathize with the feelings of others, and handle complicated interpersonal relations issues more effectively. The involvement of emotional intelligence training in leadership development programs can contribute to the emergence of more accomplished and resistant leaders. In this article, the significance of emotional intelligence for leadership and the advantages of incorporating it into development activities are discussed. The Role of Emotional Intelligence in Effective Leadership: Improving Team Dynamics and Performance Good leadership is not only about the technical side of things; it also involves a great deal of emotional intelligence. With skills like mana...

Introduction: The Significance of Sustainable Human Resource Management (HRM)   Human resource management (HRM) is the key function of an organization that deals with people who are the most valuable asset of any company. Moreover, companies after implementing sustainable practices within HRM in order to ensure that employees are well, increase productivity and make a positive impact in the world and the environment have seen a lot of benefits. This case study is quite hands-on as it will go through the significance of sustainable HRM practices and it will also show some real-life examples from organizations' decision implementations that turned out to be very successful in sustainable human resource management strategies. Case Study: Implementing Sustainable HRM at Tata Group (India)   The Tata Group's implementation of the Sustainable HRM principles has reached a great milestone. The company has found that employee engagement and retention rates have gone up as a r...

  Introduction Since an engaged workforce is vital to organizational success, gamification has become a new approach to efficient training and development. By implementing game mechanics like points, levels, rewards, and challenges in training modules, HR professionals can develop interactive and productive training programs that improve knowledge retention and raise motivation to the highest level. HR gamification is the application of game design elements to non-game environments like onboarding, compliance training, and professional development. Unlike traditional classroom or e-learning methods, gamified training platforms cause participation by tapping into employees' internal drivers—achievement, competition, and recognition. For instance, companies like Deloitte utilize gamification in leadership training in the form of online simulations and scenario challenges. This allows the employees to make real decisions within virtual environments, reinforcing their learning with rep...

  Let's be honest, recruiting is broken. That stack of 300 resumes for one job posting? You're not reading those all, and we both know it. But what if AI were really able to let you identify candidates who don't just match keywords but will actually thrive in your company. Applying artificial intelligence to hiring and selection isn't some technology fad – it's revolutionizing the way the world's best companies build their teams. Think about the latest hire who only made it for three months. What if the mismatch could have been identified by a computer program even before you interviewed him? The facts are stark: AI recruitment tool-powered businesses are cutting 75% of hiring time and improving quality of hire. AI-powered hiring solutions are essentially algorithms that automate the whole recruitment process from resume screening, creating a shortlist, to scheduling interviews or even conducting tests with the help of chatbots or a video setting. HireVue, Pymet...