Future Management II: Human Resources

7 types of future management jobs 
Human resources manager, jobs of future II
Job duties: An HR manager plays a vital role in the handling of an organization’s internal business. In this position, you would oversee the efforts of a team to find, hire, and onboard new employees. Additionally, HR managers guide efforts to mediate workplace conflicts and ensure that all parties feel safe and fairly treated. Being detail-oriented is a must as you will keep track of sometimes complex employment laws regarding equal employment opportunity, healthcare, wages and retirement plans.
Work environment: Most HR managers work in traditional business settings; however, you may need to travel for recruitment purposes such as to job fairs or college campuses.
To create a future-proof, agile workforce, organizations should invest in continuous training for their employees, arming them with the new skills they’ll need to stay competitive. Not only is this smart for your company but it’s also what your employees want: which is good for your business. 
Employees who feel their skills are not being put to good use in their current job are 10 times more likely to look for a new job. According to a recent LinkedIn survey, employees say opportunities to learn and grow is the #1 driver of great work culture. 
As the economic winds change, flexibility becomes key to any successful strategy to navigate uncertainty. While most of us who went remote during the pandemic have returned onsite in some form, the data are clear – we learned that we all love flexibility. 
The concept of flexibility goes beyond location. Workers also value flexibility in terms of which hours of the day they work and how much they work. It means the term “flexible work” has become a staple in industries, like Transportation, Logistics and Hospitality, where labor shortages remain a challenge. It means the four-day work week is now being taken seriously. In France and the UK, companies trialing the four-day work week are already seeing better outcomes in terms of application volume and retention. While the temptation in tough times might be to roll back on flexibility, these are the added value that employees need right now to keep them motivated.
We also know from our data that internal mobility is an essential retention strategy. Companies that excel at internal mobility are able to retain employees for nearly 2x as long as companies that struggle with it (avg retention span 5.4 vs 2.9 yrs). We also know that there are still plenty of sectors where it is hard to find the right talent and thus retention is all the more important. Career advancement is a priority for talent. Going forward, employers who provide employees with opportunities to advance internally will have an edge with retaining talent.
Questions and Answers
1. 
Support function that designs and implements company policies for managing employees:  
A. 
Work Design
B. 
HR manager
C. 
HR department
D. 
Organizational culture
2. 
Which of the following is not one of the benefits, health, and wellness required by law?
A. 
Social Security
B. 
Family and Medical leave
C. 
Health care
D. 
Workers Compensation
E. 
Compliance with OSHA
3. 
Which of the following are not environmental influences?
A. 
Technology
B. 
Globalization
C. 
Labor force trends
D. 
Employee concerns
E. 
Ethics and Social Responsibilities
4. 
A set of underlying values and beliefs employees share that is unwritten yet understood is............
5. 
A plan for achieving a competitive advantage that influences how employees add value, impacts types of jobs employees perform, and affects attitudes and behaviors employees display is?
A. 
Employee concerns
B. 
Company characteristics
C. 
Organizational culture
D. 
Strategy
E. 
Organizational demands