Human Resource Management

In the modern business environment, organizations become successful when they harness human potential. Without strong mechanisms for employee voice, it is impossible to do this effectively. As defined by Boxall and Purcell (2003): ‘Employee voice is the term increasingly used to cover a whole variety of processes and structures which enable, and sometimes empower employees, directly and indirectly, to contribute to decision-making in the firm.’ There are two types of employee voice, both of which are important for sustainable success. The first occurs when, facing dissatisfaction in the workplace, employee voice their concerns openly and honestly rather than leaving the organization, which refers as involvements. The second is about decision-making or participative management: which referred to the extent to which employees have input into the decision-making process. Practicing good and effective employee voice strategy provide several benefits to the organization. Effect

        Recruitment has become an important process in the highly competitive labor market. The traditional methods of recruitments had revolutionized by the emergence of the internet and professional social Medias. E recruitments is the latest trend that companies use to attract and recruit enough pool of job seekers to the organization.            Recruitment and selection is the vital role of Human Resource Management (HRM).  Business scholars give different definition for recruitment; according to Edwin B Flippo “recruitment is the process of searching for prospective employees and stimulating them to apply for job in the organization”. Traditionally, companies used several mothed to recruit such as newspaper advertising, local employment office and event recruitments etc, each mothed has its own advantage and disadvantage. E- recruitments includes practices carried out by the organization using technology, particularly web base technology for the purpose of identifyin

Industry 4.0 become a general trend in corporate world, more and more companies start to adapt smart factories and office environment than ever. Introduction of new technology such as IOT, AI, Enterprise resource planning, machine learning, etc. these innovations helps corporates not only to automate operational activities but also to make machine learn decisions (Maja, 2018). Industry 4.0 is refers to a new phase in the industrial revolution that focuses heavily on interconnectivity, automation and smart digital technology to change the way business operates and grows through improving manufacturing efficiency and faster decision making ( Hecklau et al ., 2016). There are plenty of advantages on industry 4.0 in the prospect of Human resource management (HRM), interconnected systems and big date management systems help business to adapt decentralize decision-making. Where decentralized decision enable business to make quick and accurate decisions. (Maja, 2018).  Introduction of s