HRM NEW SYLLABUS MODULE E ADDED | CAIIB ELECTIVE HUMAN RESOURCE MANAGEMENT
In this post, we will be taking a brief look at Module E which is newly added to HRM Syllabus for CAIIB 2023 Exams.
IIBF has changed the Certified Associate of the Indian Institute of Bankers Syllabus for the 2023 Exams & onwards. So, if you are a CAIIB candidate then you need to know what else you have to cover in the HRM 2023 Exam. But if you are a banker who wants to sit for CAIIB in 2023 for the first time, then you can read this page to know what topics have been added to the old HRM Syllabus.
NEW MODULE OF CAIIB HRM 2023 EXAMS | IIBF REVISED SYLLABUS OF HRM
So, the changes have been made in the whole syllabus of CAIIB for almost all the papers. And in the Human Resource Management elective paper (CAIIB).
The only change that was brought in the syllabus made applicable for 2023 Exams IIBF HRM CAIIB has been the addition of Module E i.e. Emerging Scenario In HRM. So, as the name suggests this module is on the recent developments and the future of HRM.
Other than this, the remaining modules of the HRM Exam are the same:
A-Module = Human Resource Management
B-Module = Building an HR Strategy
C-Module = Motivation, Training, and Skill Development
D-Module = Personnel Management and Industrial Relations and
E-Module = Emerging Scenario In HRM.
So, the syllabus has only been extended & nothing else has been deleted so far in the applicable topics & concepts.
EMERGING SCENARIO IN HRM | 2023 IIBF
Now talking about the new emerging scenarios of HRM let us take a look at the future of HRM that we can anticipate in the future, and trends we should be on the lookout for.
The field of human resource management has undergone a paradigm shift, and in 2023, new HR trends will complement the transition from the more productive hybrid work paradigm to the metaverse.
- Remote Work
- Setting the Hybrid Work Model for Collaboration
- “Human” Leadership
- Working in the Metaverse
- Change Management
- People Analytics
- From Employee Well-being to a Healthy Organization: The Transition
- DEI in the Spotlight
Mobile Work (popularly known as Work from Home)
The widespread overnight shifts to remote work for the majority of the workforce have been one of the most noticeable trends in Covid-19. Many people have become accustomed to working from home in recent years, but only a few firms are prepared to go entirely remote. It can be seen that working from home will continue to be an essential component. Companies such as Twitter and Capital One have lately stated that working from home is here to stay, even after COVID & will provide employees with additional freedom once the epidemic has passed.
The shift in how many of us work that we’ve witnessed this year ultimately pushed people to design their ideal work environment at home. Setting up their home workstation & operating outside of regular office hours is far more convenient & cost-beneficial. When it comes to the actual job that workers do, it seems logical that they will wish to make some changes. This is when a notion like job crafting comes into play. We think that allowing workers to take ownership of their tasks will be critical for job happiness and productivity in the coming years.
Hybrid Work Model (Collaboration)
The workplace is shifting to a more appropriate approach for its employees and their productivity termed the hybrid work model. It is a flexible work style based on the employee that mixes in-office and remote work and is popular in these Notable Companies: Ford, Infosys, Microsoft, and Amazon.
The most important piece of advice to get in there is to have conversations & trying to understand people’s experiences and needs and do it in a psychologically safe environment where people feel comfortable being honest and open.
A distinction has been made between managers & leaders wherein it is stated that the CEOs must manage and not simply lead while Middle managers’ should also have leadership abilities.
Following the changes that have occurred in the workplace, the necessity of a competent leader and manager has expanded by leaps and bounds. For their workforce, today’s environment necessitates compassionate, adaptable, and honest leaders.
The future is an era of “human” leadership.
The following are the ways to encourage leaders toward human leadership:
- Improvement in internal company communications
- Putting teamwork and collaboration first.
- Making an investment in people.
- Encouraging feedback through recognizing, rewarding, and complimenting employees.
Working in the Metaverse
The metaverse workplace is quickly becoming a daily reality that will soon allow you to work from anywhere in the globe in a personalised immersive location. Companies like Meta, Apple, Google, and Microsoft are already investing in it.
It can be the future in the way that one could have a seaside chat with their coworkers, take meeting notes while floating around a space station, or teleport from anywhere without leaving home.
- It’s independent
- Allows interactions and real-life experiences via digital avatars.
There are always unplanned circumstances in a job for which change management is the perfect solution.
Change management is the methodical management of changes to an organization’s goals, methods, or technology. It seeks to adopt effective techniques for implementing changes, regulating them, and assisting individuals in adapting to them with little or no disruption.
So, while planning for change management, the following aspects should be kept in mind:
- Use of digital adoption platforms
- Change agents include managers and early adopters.
- A data-driven approach to change management as part of organisational culture
- Humanized transformation
- Considerations for Change Management Strategies
As per Deloitte, over 70% of companies are using people analytics to improve their business performance by collecting data on human capital and worker performance and converting it into practical and useful insights to be utilised to improve corporate performance & employee experience.
The main areas where people analytics have brought value are highlighted:
- Diversity & Inclusion
- Employee Experience
- Workforce Planning
- Talent Acquisition
Employee mental health & well-being have finally received the attention they deserve in the workplace. As per a McKinsey Health Institute survey, 1 in every 4 employees worldwide has burnout symptoms. Furthermore, the survey found a 22% difference in employer and employee assessments of workplace well-being, as well as a clear link between toxic work environments and burnout.
The solution is “Healthy Organization.” It is a more comprehensive and inclusive enterprise-wide approach to all well-being & extends beyond the employees’ physical health and safety to provide additional flexibility and chances for their training and empowerment.
The Framework for a Healthy Organization
- Physical Fitness Mental Health Financial Fitness
- Community Service and Social Health
- Workplace Security
- Culture of Health
It is one of the most welcomed trends to increase productivity & employee satisfaction that leads to employee retention.
So, we saw that there are chances of mixed work style, the metaverse is on the rise, employees in the modern workplace demand leaders who are compassionate, adaptive, and honest, there is a definite correlation between toxic work conditions and burnout and there is need to provide a safe refuge for women, veterans, LGBT employees, people of colour, individuals with disabilities, working parents etc.
Let us see how much the Renewed Module E of HRM (EMERGING SCENARIO IN HRM) will have the above-mentioned trends & whether the course material updated will be satisfactory to call for the change that has been made/initiated by the Indian Institute of Banking and Finance.
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