Future of Human Resource Management : AI and Data Analytics

Description of the assignment, task, content and structure:

In this assignment, you will create a professional presentation that explores the future of Human Resource Management (HRM). Your task is to show how HR is evolving, what challenges and opportunities lie ahead, and how you would position HR as a strategic driver of organisational success. This is your chance to step into the shoes of a future HR leader and share your vision.

You can choose to present using tools that best suit your style. PowerPoint What matters is that your presentation is professional, engaging, and clear. Think of it as if you were presenting to senior executives or fellow professionals in a boardroom setting

Introduction

Workplaces are changing faster than ever. Technology, artificial intelligence, shifting workforce expectations, global uncertainty, and the urgent need for sustainable business practices are all reshaping the way organisations manage people. The HR function is no longer just about processes and policies. it is about leading change, shaping culture, and preparing organisations for the future.

In this assignment, you will take a critical look at how HR is transforming. You will explore the big questions: How will AI and data analytics shape recruitment and performance management? What will employee wellbeing and hybrid work look like in the next decade? How will diversity, equity, and sustainability influence HR strategies?

Your presentation should not only show that you understand these issues but also demonstrate your ability to think critically, draw on theory and research, and connect ideas to real organisational practice. By the end, your audience should see you as someone who can confidently analyse the trends shaping HRM and communicate a clear vision of its future.

Ideas to Help You Complete the Assignment

Pick a Theme that Excites You

• Don’t try to cover everything. Choose one or two areas of HR’s future that interest you—like AI in recruitment, hybrid work, wellbeing, or green HRM—and go deep.

Use Theory to Back Up Your Points

Link your analysis to frameworks like:

• Resource-Based View (RBV) – HR as a source of competitive advantage.
• Ulrich’s HR Roles – HR as strategic partner, employee champion, change agent.
• Herzberg or JD-R Model – to explore future wellbeing strategies.
• Or any HRM Theory that you prefer or understand.

Bring in Real-World Evidence

Cite recent reports from CIPD, McKinsey, Deloitte, or case studies of companies experimenting with AI, flexible work, or ESG-driven HR practices.

Structure Your Presentation Clearly

A simple flow might be:

1.    Introduction: Why HR’s future matters.

2.    Key Trends: Pick 2–3 critical developments.

3.    Implications: For organisations, employees, and HR leaders.

4.    Recommendations: How HR should adapt.

5.    Conclusion: Your vision for HR in 2030.

Make it Engaging

Use visuals (charts, infographics, case examples).

Keep text minimal: focus on clear headlines and key takeaways.

Any specific instructions:
The HBS Grading Criteria (rubric) will evidence how marks are awarded for individual parts of

the assignment i.e. Presentation and Structure, Intellectual Curiosity and Referencing, Content, Analysis, Discussion

Marking Criteria: Professional Video Presentation (12 minutes)

Length: 12 minutes (+/– 1 minute)
Weighting: 30%

1. Content and Knowledge (30%)

Demonstrates clear understanding of the topic and chosen scenario.

Uses relevant theory, evidence, and examples.

Focused on the question/brief throughout.

2. Analysis and Critical Thinking (30%)

Goes beyond description to analyse the issues.

Evaluates different perspectives (e.g., global vs local HR, AI vs human judgment).

Offers logical conclusions or recommendations.

3. Organisation and Structure (15%)

Clear introduction, main points, and conclusion.

Logical flow; stays within time limit.

4. Delivery and Professionalism (25%)

Visuals (if used) are simple, professional, and support the presentation.

Overall professional impression.

Use of Generative AIYour use of generative AI (genAI) tools in this assessment must follow one of the three categories below. Your Module Leader will indicate which category applies:

Category 1 – Authorised use of AI
You are permitted to use genAI tools to create content for your work and to proofread your work. Alternatively, you may use a proofreader or non-genAI proofreading service.

Category 2 – Proofreading only permitted
You are permitted to use genAI tools (or a proofreader or proofreading service) to proofread your work, but you are not permitted to use AI tools to create content. This applies even if the assessment includes marks for English and grammar.

Category 3 – AI use not permitted
You are not permitted to use genAI tools for content creation or proofreading. This category applies where all or most marks are awarded for language proficiency (including spelling, punctuation, and grammar).

HRM Assignment Answers: Expert Answers on Above Questions on HRM

Introduction: Why does the future of HR matter?

Human resource management is changing significantly from the introduction of AI and technological developments. The expectations of both employer and employee are also significantly affected, and there is a significant change in HR function as it is evolving from an administrative to strategic driver of organizational success. HR leaders are therefore required to focus on digital transformation, employee well being and sustainable business practices to remain competitive.

Key trends shaping the future of HR

Artificial Intelligence and Data Analytics: The role of AI is identified across different HR functional areas including recruitment, onboarding and performance management of employees. Predictive analytics is highly useful in filling the skill gaps and forecast turnover to help organisations remain competitive with sufficient employees.
Hybrid and flexible work models: Hybrid models are quite common after the Covid pandemic, and HR managers are required to consider this aspect of flexible work structure to ensure well being and better productivity.
Green HRM and sustainability: With growing concern over the environmental and social performance, the role of HR is significant in promoting sustainability which requires HR managers to embed sustainability into the company culture and performance appraisals.

Implications for organisations and HR leaders

Organisations are required to consider the application of digital HR tools in managing their employees, ensuring their well being, encouraging Innovation and productivity. With respect to employees, they get increased autonomy and flexibility, and all these require HR leaders to achieve a proper balance between the tech integration and human connection.

Theoretical frameworks

The resource based view is an important model with emphasis on HR as a source of sustaining competitive advantage through human capital development and organisational culture. Herzberg motivation theory is another significant theory that recognizes this importance of autonomy in motivating employees to contribute their maximum efforts.

Recommendations

It is recommended for businesses to consider the adoption of AI in their HR department and maintain adequate transparency, fairness and inclusivity across the algorithm based decisions. It is also recommended to upskill employees on a regular basis by building digital literacy, and emotional intelligence among employees. Finally it is also essential to consider the environmental and social impact and HR strategy should be designed in a way that leads to minimum impact on the environment.

Do You Need Full Answer With References?

The post Future of Human Resource Management : AI and Data Analytics appeared first on Assignment Help UK.