HRM Abhiru Weerage

  Introduction Thinking about going up a single, straight job ladder seems out of date in today's quickly changing work world.   Growing numbers of professionals are picking "curved/spiral" career routes, which include moving from one job to another, changing skills, and taking on new roles.   You're not being indecisive; you're being flexible and growing on purpose. How Does a Curved Career Work? Building outward rather than ascending straight up is the goal of a curved career.  When people switch roles, industries, or functions, they acquire fresh perspectives and abilities.  Consider a product manager who transitions from sales to user research prior to moving into strategy.  They are intentional and create long-term value; these adjustments are not haphazard (Hall & Mirvis, 1995). The Motivation for This Change Employees must keep up with the pace of technology, shifting job roles, and the telling of a more holistic career narrative that offer...

  Artificial intelligence (AI) has rapidly found applications in nearly every walk of life, and the world of work is no exception. But even as A.I. affords speed and objectivity, the emotional and cultural fallout of algorithm-driven layoffs can go unconsidered. When the Algorithm Decides Getting laid off is never great, but getting laid off by a machine feels especially impersonal. For the persisters, it sets off a wave of disquiet. Questions like “Who’s next?” or “Should I believe in this process?” begin to take root. According to a McKinsey analysis from 2023, over 25% of organisations are currently using AI to make HR decisions, with few strategies to address employee morale after the fact (McKinsey & Company, 2023). The Human Price of Effectiveness Beyond losing a job, there’s an emotional toll that has emerged as a clear theme. It blindsides, disconnects or betrays employees to see their colleagues dismissed by a system they don’t understand. This results in what re...

It's Not Just a Job Description. You might not give it much thought, but when you accept a job offer, you're signing a psychological contract with your company in addition to a legal one. It is the unspoken agreement about what you will offer and receive, which includes justice, growth, respect, and possibly even some degree of job security (Rousseau, 1995). What occurs, though, if your new "coworker" doesn't require a pay cheque, doesn't take breaks, and never complains? As more and more individuals find themselves working with robots and artificial intelligence (AI) systems, their perceptions of their responsibilities and worth are evolving. Introducing Your Robotic Coworker In virtual meeting rooms and on production floors, machines are joining teams. They assist with scheduling meetings, moving goods, and even interviewing potential hires. But even though this can increase output, it also causes uncertainty and worry. Along with the missing staff can s...

Introduction As remote work shifts from a temporary fix to a long-term plan, organizations are becoming digital nations, or global teams without a physical home base. But this independence comes with complications. How do you connect, manage, and support a staff that are spread out throughout the world? Greetings from the front lines of HR governance. The Growth of fully Remote Countries There are now other options besides working from home.Your marketing lead might be in Colombia, your developer might be in Vietnam, and your CFO might be phoning from Portugal today. Choudhury et al. (2021) assert that these "borderless" teams are legitimate and growing rapidly. Traditional HR systems were not designed for this kind of dispersion. Labour laws, compliance mechanisms, and even employee expectations are still mostly based on national borders. Respect for Time Zones Following the law is one of the hardest things to do.While hiring in ten different countries, it is impor...

  Introduction Performance enablement is a change from traditional, generally reactive performance management to a proactive, employee-centered strategy that emphasizes giving people the tools they need to consistently enhance their performance and support the success of the company. Traditional Performance Reviews' Problem Let’s be honest — annual performance reviews have never been anyone’s favorite meeting. For years, performance management meant sitting down once (maybe twice) a year to talk about goals, metrics, and ratings. It often felt like a one-way conversation, focused more on what went wrong than on how to grow. But the world of work has changed — and our approach to performance needs to change with it. An Innovative Strategy: Today’s leading organizations are moving beyond outdated systems and embracing something more meaningful: performance enablement. Instead of just tracking results, performance enablement is about creating the right environment for people to ...

Introduction "Diversity and inclusion" is a common corporate principle, but do we truly understand biodiversity? Naturally, biodiversity results from the diversity of human brains. These include autism, ADHD, dyspraxia, dyslexia, and other conditions. People with these cognitive kinds have distinct viewpoints rather than flaws. Companies that assist biodivergent individuals claim their staff members are more involved, creative, and efficient (Deloitte, 2022). Many biodivergent individuals, meanwhile, battle unintentional challenges such as office design and interview structure. Creating an Inclusive Design  Inclusive design aims to produce environments, methods of doing things, and societies that benefit everyone, not only the majority. The point is to provide individuals options and remove unneeded obstacles; making exceptions is not the goal. Here's how companies can start moving beyond words:  Eliminate any needless social pressure, allow individuals to respond in writ...