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  1. QUESTION

    Leader Core Competency (LCC) Operations  

    M451:  Decisive Action

    Case Study Defense Support of Civil Authorities

     

    1. Scenario

     

     

    Good morning, welcome to VNN — local officials are celebrating this morning as a new industrial park is being christened in our community, there’s a ribbon-cutting scheduled for 10am this morning.  Officials say the new Hampton Industrial Park will bring millions of dollars of new tax revenues and thousands of new jobs to state and local communities.  But a group of activists are holding a protest on the street outside the park, they are criticizing the placement of the park in such a populated corridor of the state.  They say citizens will be at greater risk now, since chemicals will be transported by truck and rail to and from the park.

     

    VNN spoke with a representative for the chemical park who argued there have been more than 2 million rail shipments of chlorine in the past four decades in the U.S., and only four resulted in fatalities. VNN also contacted the state’s emergency manager, Anna Christy, who responded that businesses are far more likely to be impacted by a flood or storm than from man-made incidents.  But she added that businesses and community leaders should be prepared for any emergency.  Christy invited any organization to contact the state’s emergency management agency to work together on community planning.

     

     

    VNN ANCHOR

     

    Breaking news tonight, a hazmat train has derailed and exploded on the Hampton rail line near Pine Road, releasing a large quantity of lethal chlorine gas, this accident occurred less than 20 minutes ago.  The plume cloud from the accident is extremely dangerous, it is being carried downwind of the site, toward the East, and is reported to be nearing the Pine Road business district and the residential neighborhoods surrounding it. No word yet on the cause of the accident, but many 911 calls have been received from the scene, and dozens of fire and emergency responders are on the scene and in transit.  Now minutes ago our studio here at VNN received a call from an alarmed worker at a building near the accident, reporting he could smell the chlorine and he was feeling burning skin and eyes, and having difficulty breathing.   We lost that call though when the signal was dropped, the area’s phone lines and cell service providers are being overwhelmed by the volume of calls.

     

    Ladies and Gentlemen, if you are at home or at work, officials are asking that you shelter in place, close the windows and stay indoors.  But many residents have not heard these warnings, our traffic cams here in the newsroom are showing a quick rush of traffic away from the area onto local highways. We’re seeing a number of accidents now.  And we’re also seeing fire trucks and ambulances trying to navigate the traffic, another reason to stay at home, stay indoors. Please stay tuned for more breaking news as we receive it.

     

     

    There was an explosion on a rail car transporting chlorine to an industrial facility one evening, after 6pm. The explosion released a large quantity of chlorine gas downwind of the site, affecting 100,000 people up to 25 miles away. Downwind populations are required to either evacuate ahead of the plume or shelter in place. Two hospitals in the downwind area require protective action.

     

    Community impacts:

    Casualties: Dozens of fatalities; hundreds of severe injuries; thousands of hospitalizations

    Evacuations/Displaced Persons:

    100,000 instructed to temporarily shelter-in-place as plume moves across region

    50,000 evacuated to shelters in safe areas

    50,000 self-evacuate out of region

    Contamination:  Primarily at explosion site, and if waterways are impacted

    Infrastructure Damage: Rail lines, nearby highway in immediate explosion area, and metal corrosion in areas of heavy exposure

    Economic Impact: Millions of dollars

    Recovery Timeline: Weeks

     

    Soldiers from 3rd platoon, 22nd Engineer Clearance Company, Joint Base Lewis-McChord, perform technical search and rescue. “It usually takes them about 30 to 90 minutes to setup,” said George Nieves, an observer/controller from Fox Division Civil Support Training Facility, U.S. Army North. “The most important part is deciding where you want to put all of your equipment.” The first group of soldiers entering the “hot zone” area provides a 360-degree site characterization and situational map to the soldiers in the operation center.

     

    “These guys come out here to render aid to these civilians who are trapped in a situation that requires rescue capabilities that would exceed what a normal fire department can render,” said Capt. Charles Robitaille, 22nd ECC. “So anything that requires technical lifting, heavy lifting, heavy objects, forcible entry into areas with a great deal of concrete or steel, and any scenario that requires the lowering or raising of victims with rope systems.”

     

    Nieves said the six-person team walks methodically through the site, they are trying to identify where casualties are, what kind of tools are needed to rescue them, extract victims that are easily moved, and provide medical aid. They then radio back to the soldiers outside of the contaminated area about what equipment the next team will need in order to extract the casualty out of the situation. This team also used chalk to write information on the rubble to communicate to the extraction team.

    One soldier writes a large, visible “V” to identify that there is at least one victim in the area. They also write a number identifying the number of victims and draw an arrow to point to where the casualty is located.

     

    “My soldiers’ responsibilities are to provide technical emergency search and rescue to the American people in order to preserve life and minimize suffering,” said 1st Sgt. Donald Salladay, 22nd ECC.

    The soldiers in the 22nd ECC have all completed a 72-day course at Florida State Fire College to be Pro Board certified, a nationally accredited certification in fire services and related fields. For the first 55 days, the soldiers learn about the five major disciplines in technical search and rescue; confined space, vehicle machinery rescue, ropes rescue, technology decontamination, and structural collapse. The last two weeks are U.S. Army North driven external evaluations.

    The reconnaissance team returns back to brief the next team about the situation. This second team will enter the “hot zone” with the necessary tools to start the process of rescuing the victims.

    Even though they have the reconnaissance from their predecessors, these soldiers have to stay flexible and problem solve. When their initial idea does not work, they quickly move on to the next..

     

    As the rescue team saves each casualty, two soldiers take the casualty back to the casualty collection point. There soldiers call for medical support who then transport the casualty to a facility for further medical care.

     

    Fields of debris, demolished vehicles and bodies laid across an entire town center; words on bed sheets, asking for assistance, hung over the roofs of buildings; and street poles laid fallen, while buildings were covered in plumes of smoke, and homes were submerged in a body of water.

    On ground, rain beaded up and rolled off the hazmat suits of a reconnaissance element of an urban search and rescue team positioned for initial entry into a collapsed structure, as Gen. Lengyel looked on during his tour of the training environment. As beeps from the teams detection systems signified the presence of gamma radiation, muffled cries for help echoed between displaced cements blocks and crumbled vehicles.

     

    “This is a Defense Support to Civil Authorities,” said U.S. Army Reserve Col. Chris M. Briand, “It is a (Chemical, Biological, Radiological, and Nuclear)-response comprised of three different elements across the active duty, the U.S. Army Reserve and the National Guard.”

    More than 4,500 service members from 80 units across the nation participated event. In addition to all Army components participating in the exercise, elements from the U.S. Air Force as well as state and federal agencies, and local emergency response forces were involved.

     

    “It really is about readiness in our forces and having the proper capability to respond to a catastrophic event anywhere in the homeland,” said Briand. “And also to be able to develop those partnerships with the local communities and interagency (partners), and to be able to come and save lives, prevent human suffering and mitigate extensive property damage, which are the three tenants of the (DSCA).”

     

    “We’re really talking about protecting the homeland and being ready and capable to respond to America’s next worst day.”

    Briand further shared that the military’s role was strictly a support role and that they would not be in charge of incidents in a disaster.

     

    “We (the Army) or Soldiers who respond to an event are not in charge,” said Briand. “It’s the state incident commander who is in charge. We are supporting here.

    There is a range of life-saving capabilities such as medical response, decontamination, technical rescue, patient evacuation, communications and logistics support to move people, equipment and supplies by land and air. The service members responded to the incident in support of civil authorities, several days after the incident occurred.

     

    “The biggest take away is the training, the dialogue and the understanding of the expectations of something like this” said Royalty.

     

    Once units arrived on the ground, they established their work sites and sent out CBRN teams to check for radiation and decontamination levels ahead of deploying technical rescue teams to the impacted area.

     

    U.S. Army Reserve Staff Sgt. Ian Kurtinitis, a firefighter with the 468th Engineer Detachment, based out of Danvers, Massachusetts conducted rescue missions in conjunction with the CBRN mass casualty decontamination line.

     

    “Our specific mission is urban search and rescue and specifically, today, to search and rescue a contaminated environment,” said Kurtinitis. “There’s a subway station that we’re working at and there are people trapped inside. Our mission is to gain access, extract patients and to assist anyone that is ambulatory and to extricate those who are non-ambulatory. But, we are coming into this as we’re assisting overwhelmed local entities who have been at this for several days.”

     

    Kurtinitis further shared that a unique skill of their training is the capability of performing technical rescue operations while in CBRN environment protective gear. He added that although civilian entities are trained in the same technical disciplines and Hazardous Materials teams, typically, civilian partners do not perform technical skill rescue operations while in CBRN protective gear.

     

    “We’re firefighters. Our (Military Occupational Specialty) is 12 Bravo, a firefighting unit, so a lot of these skills fall under our skill set, and this builds on it,” said Kurtinitis. “We’re still executing our job, but we’re doing it at a much more technical and advanced level, so the upside is that you have people that want to be here, people that want to do the job, people that want to help others.”

     

    “There’s never an issue with motivation or discipline. When (Soldiers) are out here working, they’re 100 percent of the time going to execute the job that they’re here to do,” said Kurtinitis. “In an event like this, the added feature is Soldiers get the exposure to patient packaging with a real person. You have to take care of that person because it’s a real person that you’re bringing out.”

     

    Once victims were rescued, they were transported or directed to the mass casualty decontamination line for triage, treatment and then transport to the closest medical facility.

     

    “We sort them into groups to see who needs to go through first,” said Spc. Christopher Custer, Combat Medic Specialist with the 409th Area Support Medical Company, based out of Madison, Wisconsin, who was receiving patients after they exited the decontamination tent in the MCD line. “I basically re-sort them to make sure that they’re going to the right place for the right amount of treatment. After they are (decontaminated), they come to me and I re-direct them.”

     

    U.S. Army Reserve Spc. David Forcier, assigned to the 468th Engineer Detachment, was working on a team for urban search and rescue at a vehicle extrication site.

     

    “There’s been an event and we’re here to rescue the victims out from inside of the vehicles,” said Forcier. “The soldier’s performance is absolutely phenomenal (in regards to) the amount of work that they are doing, and the rotations (that everyone is on). Everyone’s doing a really good job at making sure that we’re taking care of each other, and also taking care of the victims. (There is) a lot of good triage for the victims and making sure that the medical team is waiting for them, so when we extricate those victims, they are well taken care of and we’re working really hard to make sure that every victim gets out in the least amount of time.”

     

    The work primarily focused on search and rescue operations, decontamination and medical support capabilities, but units were also tested on events such as an outbreak of protests from displaced civilian at their facility gates.

     

    “When I approached, everyone seemed mad and slammed on the gate,” said Pfc. Miguel Sanchez, with the 555th Transportation Detachment. “We tried to work with them and tried to work with their leader, but they were incompliant and said that they didn’t have a leader. But you have to do the best that you can and calm them down as much as you can — Afterwards, the commander arrived.”

     

    “This is all about protecting the homeland. I think it’s excellent for our Soldiers to understand what’s important and how to work with the civilian authorities. Also, to collaborate and communicate with the civilian authorities.”, said Brig. Gen. Michael Dillard.

    Maj. Gen. Ray Royalty, commanding general out of Fort Knox, Kentucky and Gen. Joseph L. Lengyel, chief of the National Guard Bureau, met to discuss unit’s response, because it has provided an opportunity to build a relationship with Defense Support of Civil Authorities. This DSCA mission is new for the Army Reserve.

     

    Royalty added that the Army Reserve is building partnerships with the National Guard because of their continuing understanding of DSCA. The Army Reserve, traditionally, did not have any experience with DSCA. However, the National Guard has worked with them for years.

    “Over the past couple of years, we started to migrate toward doing some of that, and it just continues to help build our bench on the Army Reserve side,” said Royalty.

    “This is a very important. We need to bring our skill set, because we are the only ones that really think about this every day. We are postured all around the United States, so when something bad happens, the people who are going to come to the aid of the first responders are going to be the National Guard,” said Lengyel. “So coming here and protecting the skill sets, the search and rescue, the medical, all that we do here, as part of this, will help us all be ready.”

     

    The Army Reserve’s role in is an important asset for all of the components on the ground here.

    “It increases the capabilities across the Army enterprise,” said Royalty. “If you only had the National Guard focus on DSCA, your resources would run out rather quickly, so if you have a larger engagement, and if you have others you could reach out to, you are just building your bench by pulling the Army Reserve in.”

     

    Royalty continued. “It is a seamless action all the way from the mission assignment tasking order.”

    When anything bad happens, all branches of service and components will respond to an authority called Immediate Response, said Lengyel. Everybody will come, they will save lives. We need to understand how each organization does business and how we work together. When we come together here, we’re able to execute because of training and experience.

     “This is the homeland component of our strategic national defense priorities which includes building military readiness as we build a joint force,” said Lengyel.

    The site of a devastated community and displaced civilians is an experience many have familiarity with from their response to various hurricane relief efforts. While those experiences lend some lessons learned, this event here is one that delivers a much more volatile event.

    “With hurricanes we can somewhat anticipate and have time to prepare,” said Lengeyl. “In an event like this you can’t see it coming, so you have to be able to respond basically with no notice to an event that is very complicated. In this particular event where there is radiation and it’s physically dangerous just to be in the vicinity.”

    Planning, delivering, and sustaining forces on the ground is a concerted behind-the-scene effort just as critical as the boots on the ground.

    “We have to be able to come together and use our training to make sure we have the right capability at the right place,” said Lengyel. “We come together so that the force actually doing the response can keep themselves safe and we can do what we need to do to respond to that incident itself.”

    Lengyel came with a message of thanks to the men and women, their families, and their employers that support their service and conveyed a commitment to developing a lethal and innovative force. He took time to recognize soldiers who earned various military coins for their distinguished efforts.

    Operations will continue here. In total about 40 units from U.S. states and territories are participating including major headquarters elements: U.S. Army North, Fort Sam Houston, Texas; Joint Task Force Civil Support, Fort Eustis, Va.; 46th Military Police Command, Michigan National Guard, Lansing, Mich.; and 76th Operational Response Command, Salt Lake City, Utah, and soon from the active component the 2-159IN.

    2-159 IN conducts road movement along ASR BANE to AO SCOBEE in order to provide defense support to civil authorities responding to the chemical explosion. 2-159 IN provides assistance to local, state, and federal agencies supporting rescue, recovery, and disaster mitigation efforts in AO SCOBEE.

    2-159 IN will accomplish the following by conducting a road march despite challenging weather conditions to AO SCOBEE. Upon arrival, 2-159 IN will establish a battalion cantonment area vicinity AA WYVERN. From this central location, companies will conduct DSCA operations based on functional task rather than operational area. A/2-159 IN (SE) will focus on assisting in rescue / recovery operations vicinity ORTING. B/2-159 IN (SE) will be tasked with providing construction support to EN battalions at AAs ROC and HEXAPUMA. C/2-159 IN (ME) will initially assist in erecting the medical facility at AA WYVERN. HHC/2-159 IN will maintain life support facilities for federal personnel assisting state and local government within AO SCOBEE. Line companies will provide a duty platoon on a rotational basis to assist in short notice taskings which may arise based on mission analysis conducted with civil authorities. Throughout this operation, units will remain cognizant of chemical warning status, develop and maintain evacuation plans, and regularly conduct rehearsals in order to prevent casualties from possible chlorine gas.

     

     

    References:

    1. MUSCATATUCK URBAN TRAINING CENTER, IN, UNITED STATES, 04.22.2018, Story by Cpl. Elizabeth Scott , 29th Mobile Public Affairs Detachment
    2. https://www.fema.gov/emergency-planning-exercises

     

 

Subject Law and governance Pages 17 Style APA

Answer

      1. NCO Common Core Competencies: Operations

        Simply put, the NCO common core competencies are a series of six major areas of expertise that are taught to in NCO professional military education, which are common to all non-commissioned officers regardless of their rank or position (Sang-jung and Yoo-shin, 2020). These topics – which include leadership, communication, readiness, program management, training management, and operations – are evident in several efficient military operations. For instance, the case of the chlorine rail accident that released lethal chlorine gas was handled by a military team that demonstrated high levels of expertise that could only be developed through programs such as the NCO common core competencies. For this reason, this paper analyzes the area of ‘operations’ as illustrated by the force in this rescue team.

                    When faced by ambiguous and chaotic conditions such as the rescue mission from the scenario, leaders are expected to display an initiative that is willing to take prudent risk in a bid to take advantage of the situation at hand (Bailey, 2015). The core competency in this category, therefore, include; joint operations, decision making, as well as operational signs and symbols and many others. In the scenario, most of these techniques are evident. For instance, in the rescue mission, there are two different teams; the reconnaissance and the rescue team. The former team goes to the ground and assess individuals and their positions for the second team to easily pick them. Each team is very important to the success of the mission of the next team. Secondly, the first team uses signs and symbols that are essential for the second team to read and extract casualties in the site. Decision making as a form of operational competency is evident as each soldier is expected to be flexible and to solve problems as they arise. When the initial idea does not work, the soldiers move to the next most viable solution.

                    The rescue mission in the scenario and the preciseness of each team indicates high levels of training that is eminent for every soldier and rescue team to have. As illustrated, one of the most important area of expertise is indicated in the operations part, where the leaders show different aspect of common core competencies that allow them to be efficient. For this reason, it is important for leaders to espouse every aspect of operations as an area of leader core competency.

        References

        Bailey, L. W. (2015). Building the New NCO Professional Development System.

        Sang-jung, P., & Yoo-shin, I. (2020). A Case Study on the Core Competencies of MILITARY Leadership for Junior Officers. International journal of military affairs5, 1-12.

         

        44.QUESTION

         “The impact of technology on Human Resource Management”.    

        Think of technological change and mega-trends and how they affect business of today and tomorrow. Analyse the impact of this technological change on the different functions of HRM.

        Try to discuss at least 2-3 different technologies and 2-3 different functions. Make sure that your work is supported by both academic sources and specific examples.

        ANSWER

        The Impact of Technology on Human Resource Management

        Human resource management is a vital component of any successful organization. Ahammad,  Glaister, and Gomes  (2020) assert that any organization’s success hinges highly on its employees’ quality. Therefore, human capital is an integral aspect of any serious organization in the market. Human resource management is mainly concerned with employees and their welfare. Human resource management functions are centered on leveraging the value of an organization’s human capital in assisting it in achieving its business goals.  The functions of modern human resource management have evolved to include much more than simply taking care of the employees’ welfare. Today, human resource departments perform more strategic functions in the organization.  Human resource managers have adopted and leverage the use of technology to increase their efficiency and increase their performance in the execution of various fundamental human resource functions such as staffing, compensation, and performance management.

        Recruitment and Selection

         One of the significant roles done by the human resource department is employee recruitment and selection.  The human resource department is tasked with staffing the organization with quality employees to meet its overall performance objectives. Owing to employees’ vital role in any organization’s success, recruitment and selection qualifies as one of the functions that determine the success of any human resource department. In the past, human resource managers relied on manual processes to undertake recruitment and selection. However, today, advancements in technology have revolutionized the recruitment process and increased the chances human resource professionals have in making quality hires.

         Increased the Number of Applications Received

        Modern sources of recruitment, such as social media platforms and an organization’s website, are accessible to millions of people worldwide.   Unlike in the past, a job advertisement posted on social media is seen by millions of subscribers who use such platforms regularly. Therefore, the platforms increase the number of applications the human resource department receives from applicants who desire to fill the position. An increase in the number of applications received increases the department’s chances of finding applicants who are a fit for the organization both in terms of their skills and personality (Tessema et al., 2020). Therefore, unlike in the past where traditional job advertisement through media such as newspapers was costly and limited in terms of circulation, technological development such as social media platforms has significantly increased the pool employers can attract talent from in the job market.

        Recruitment Bias

        Technology has also helped human resource departments to eliminate unconscious recruitment bias that limited their ability to hire the best employee from a pool of applicants.  Aubeeluck, Waterall and Lymn (2017) define unconscious recruitment bias as the process of unknowingly discriminating job applicants based on their race, gender, or religion from information found during the process of screening their resumes during the recruitment process.  Today, recruitment software such as BreezyHR reduces the chances of recruitment bias by hiding applicants’ personal information. Human resource professionals who screen the applicants’ resumes only have access to pertinent information such as the applicants’ years of experience, professional and personal vision and philosophy, and academic qualifications.  Therefore, as a result of such technologies, human resource professionals only have access to the information they require to make the decision to hire, thus wholly eliminating unconscious bias that plagued the recruitment process, especially during the screening of the resumes to determine applicants who were to be shortlisted.

        Use of Data During the Recruitment Process

         Recruitment software, a technological process, has also enabled human resource professionals to go on more than just resumes during the recruitment process. Traditionally, human resource managers could not adequately judge a job applicant’s character without first hiring them and knowing their character as they interacted with their colleagues in the organization.  The inability to adequately scrutinize job applicants resulted in hiring employees with the needed qualifications but questionable characters. For instance, hiring an employee who believed in and practiced racism. However, due to modern technological innovations such as recruitment software, employers get linked to the applicants’ social media platforms such as Twitter and Facebook. From posting made in such platforms, the employers can adequately judge the character of applicants and determine whether they are congruent with the organization’s values.   Therefore, technologies such as BreezyHR have given employers more to go on in addition to the resume submitted by the applicants before deciding to hire.

        Response Time

        Technological development has also made it possible for recruiters to immediately connect with job applicants after receiving their applications. Due to the concept of automation, the human resource department is able to imitate conversations with job applicants informing of the recruitment process, thus eliminating communication breakdowns that plagued the manual recruitment process, thus increasing the time it took to fill vacancies in organizations.  Technological developments, such as BreezyHR that have automated communication during the recruitment process, have significantly reduced the time it takes to fill a job vacancy.

        Compensation

        Just like recruitment, technological innovation has significantly revolutionized compensation.  Zeb et al. (2018) postulate that employee compensation has a direct relationship to their performance and the organization’s performance. The compensation strategies and methods adopted by an organization determine employees’ level of motivation and job engagement. Therefore, due to the direct relationship compensation has to an organization’s overall performance, it is also one of the critical functions performed by the human resource department. Just like recruitment technology through compensation management software such as COMPOSE have influenced the function of compensation in the following ways;

        Payroll Management

         Traditionally, the human resource department relied on manual processes to generate an organization’s payroll. Data was collected and then using simple software like Microsoft Excel, compiled and then analyzed to determine the salaries or wages each employee was to be paid. Due to technological changes, payroll processing, which is a major aspect of the human resource department’s compensation role, has witnessed significant changes.  Compensation software such as COMPOSE comes with inbuilt payroll processors that automate the payroll process.  The software linked to various departments, such as the security department, collects vital data necessary to calculate each employee’s money. For instance, for employees paid based on hours worked, the system monitors the time they clocked into the company and the time they clocked out to determine the number of hours worked and calculate the money the employee should receive.   Therefore, such software has increased the payroll process’s efficiency by eliminating numerous mistakes that plagued the manual payroll processing system.

        Flexible Benefits

        Technology has also eliminated the rigidity that plagued compensation as a human resource function in the past. Today, human resource management’s compensation function is flexible and tailored to address the needs of the employees. Due to the ease of calculating employees’ income and balancing their leave days and paid time off (PTO), employees can leverage avenues such as their paid time off as a source of money to settle emergencies. Most employees have access to paid time off.  Due to technological development, such employees can decide to convert their PTO days to cash and use the money to settle their emergencies without having to take costly sources of debt such as bank overdrafts or raiding their savings.  Due to the automated nature of the calculations, an employee can choose to forfeit their PTO days and convert them to money and use the money to settle their emergencies. Such flexibility is only possible due to technological advancements in the field of human resources.

        Benefits Decision

        Benefits offered to employees play a vital role in motivating the employees of the organization.  The compensation management systems such as COMPOSE offer human resource departments the ability to make proactive benefits decisions tailored to employees to address their motivation needs. Over time, the system’s analytical ability identifies the type of benefits that best suits the needs of an employee, thus informing the decision made by the company when determining an employee’s benefits package. For instance, some employees respond positively and register high performance when given company shares, while others respond positively to financial bonuses. Therefore, the decision concerning the benefits to offer employees has been made easy and accurate by using compensation management software such as COMPOSE.

        Performance Management

        Performance management is also an essential function performed by human resource management. Technological development has changed performance management in the following ways; first, performance management solutions such as BambooHR have significantly revolutionized employees’ attitudes towards performance appraisal.  The technologies have eliminated shortcoming of manually performed performance appraisals that were dogged with personal bias of the person performing the appraisal. As Addabbo et al. (2020) postulates, modern performance appraisal’s accuracy has changed employees’ attitudes towards performance appraisal in modern organizations.

        Secondly, the use of technology in performance management has also changed the way employees receive feedback for the evaluation of their performance. Traditionally, performance appraisal was done periodically, making it impossible for the employees to know whether their performance is in line with the organization’s goals.  Today, leveraging the use of performance management solutions such as BambooHR, employees receive regular feedback communication regarding their performance, thus giving them the opportunity to make changes where necessary to increase their chances of meeting their performance goals and that of the entire organization.

        In conclusion, technology has significantly revolutionized several key human resource functions.  Recruitment and selection have benefited immensely by leveraging social media technologies to advertise job openings and recruitment software such as BreezyHR to automate and increase the efficiency of various stages of the recruitment process. Compensation has also benefited immensely from technology as compensation management solutions such as COMPOSE have significantly changed payroll processing and added flexibility to employee benefits.  Furthermore, the technology has changed performance management by increasing the rate of feedback and frequency of performing performance appraisals.

References

Addabbo, T., Ales, E., Curzi, Y., Fabbri, T., Rymkevich, O., & Senatori, I. (2020). Performance Appraisal in Modern Employment Relations. Springer International Publishing.

Ahammad, M. F., Glaister, K. W., & Gomes, E. (2020). Strategic agility and human resource management. Human Resource Management Review30(1), 100700.

Aubeeluck, A., Waterall, J., & Lymn, J. (2017). The unconscious bias that’s keeping men out of nursing. Nursing Standard (2014+)32(13), 18.

Tessema, M. T., Abraham, K., Han, J., Bowe, M., & Bug, T. (2020). Technology-Based Recruitment and Selection Approaches of an American Multinational Company (AMNC): Practical Implications. International Journal of Human Resource Studies10(3), 117133-117133.

Zeb, A., Sultan, F., Hussain, K., Javaid, M., Abbas, Z., & Imran, M. (2018). The influence of compensation and benefits and employees’ involvement on employees’ outcomes-evidence from PTCL. International Journal of Research and Review5(11), 98-103.

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