Cultural Diversity and Management

The cultural impact on management is reflected by basic values, attitudes, beliefs and behavior of the people. Culture can affect technology transfer, managerial attitudes, managerial ideology and even government-business relationships. Moreover culture affects how people think and behaves with each other in same environment the behavioral etiquette relies on company’s HR practices. The HR department of any organization sets and modifies employees’ behavior and helps them to take company’s anticipated risk, and targets. HR leaders play a significant role to differentiate organizations from their competitors. 34% of the survey respondents mentioned  the  cultural diversity and management as a fourth HR Game Changer of 2016.

Amplifies Performance Management Systems

The development of organization’s performance management system is a big threat for most human resources departments, because there are so many critical elements that relies on the process. Performance management is the system wherein an employer can determine job fitness, individual and team productivity, aptitude, professional expertise and technical skills. 28 percent of HR leaders mentioned it as the fifth most important HR Game Changer of 2016.

Planning for Internal Leadership

While HR plans and executes organization’s leadership system, they face lots of difficulties. The selection of future leaders at all level is the answer of organization’s anticipated risks and target. 34 percent of global HR leaders surveyed refer the process as the sixth HR Game Changer and 54 percent of HR leaders in India consider that more women in leadership will be a critical success factor for organizations 

Employee Advocacy

Corporate etiquette and discipline strongly effects organization’s anticipated target where the internal HR department defines itself as a supplier of positive, productive and cohesive work environment. It includes developing, implementing, administering the processes of analyzing the employer-employee relationship; performing ongoing evaluation of employee satisfaction and engagement.

Talent Acquisition Process

According to an online survey where 350 HR professionals (manager level and above) and 1200 other employees were contacted, the talent acquisition was found as a strong challenge for HR managers. 78 percent of HR leaders think organizations will need to create greater flexible working options to help the talent acquisition process.

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