Information Technology and Organizational

Another issue related specifically to tech companies is related to retaining talent once acquired or hired on board: given that technology moves so quickly these days it can be difficult for any organization not staying up-to-date with trends or best practices for employee engagement/retention—this ties into larger organizational design philosophy (Gardner 2016). Moreover, those who do manage these types of tasks may find themselves needing additional support due to increasing demands on workloads; meaning allocating enough budgeting towards salaries/benefits packages becomes increasingly important if any company wants desirable employees sticking around long-term (Abraham et al., 2018). Combined with ever growing pressure from stakeholders/shareholders - ensuring profits remain high while still providing fair wages when possible - strategic human resource planning plays an even bigger role during times like these then ever before! As far as assimilating new generations into the workforce goes one way forward could be leveraging “millennial” strengths more than anything else—taking advantage of their comfort level when working digitally along with knowledge which comes naturally thanks previous years embodying tech cultures means they're boundless potential waiting tapped into!. Companies should look toward building out strategies centered around engaging younger generations through initiatives like mentorship programs where older staff members act mentors helping guide newer hires so everyone's able stay productive without feeling overwhelmed by what awaits them each day; this helps create strong bonds between colleagues potentially leading better collaboration over time too! Additionally investing resources back into training current staff members gives chance refresh existing knowledge base or add onto repertoire depending upon individual needs—allowing them continue being engaged individuals always looking out ways improve performance even further! Leaders should also consider offering attractive compensation packages which offer stability long after initial hiring period; things like tuition reimbursement plans make sense since many millennials prioritize education above all else! Offering telecommuting options flexible hours may help those wanting choose alternative lifestyles well making sure goals align actual job descriptions sets everyone off right track early stages employment journey together!. Lastly setting up internal feedback loops allow everyone voice opinions regardless position hierarchy within organization encouraging understanding differences perspectives ultimately creating stronger work environment because collective input taken seriously used betterment whole unit going forward!. All combine yield invaluable opportunities boost satisfaction levels amongst both newer older cohorts allowing competitive advantage shine forth times adversity! Overall it seems that getting ahead in today’s world means embracing change instead shying away it - something only done properly when accept risks associated whether personal professional level alike!. Yes things may get complicated some point down road however equipping yourself necessary tools persevere will lead success end reward outweighs temporary hardships experienced along way thus achieving ultimate goal whatever might entail particular situation you currently face!. Utilizing methods outlined above prime example choosing correct path forward begin making strides direction better future beneficial labor force entire nation planet benefit result actions taken today tomorrow beyond!! . References: Abraham S., Singh S., Souza R., Neves E.(2018) Human Resources Management Strategies Facing Digital Transformation Challenges In 21st Century Organizations: A Systematic Literature Review International Journal Of Business And Social Science 9(4):1-27.     Doi:10 1037/bs 0205058       Retrieved From Http://www..ijbssnet Com /journals /Vol_9_No_4_April _2018 /11 Gardner C.(2016) Organizational Design For The Digital Age Harvard Business Review 94(7/8):90-97 Doi: 10 1016/j hbr Rev 2016 02 012 Retrieved From https://hbr org Khan B M Iqbal Z Naveed M T Uttam K (2017) Challenges To Recruitment Process Outsourcing Services In Malaysia Global Advanced Research Journals 6(9):411–419 Retrieved From http://garj org Reynolds D W Waterston J P.(2015) Recruiting Gen Y An Assessment Manpower Practices Human Resource Management 54(3):373–389 Doi 10 1002/hrm 2118

Sample Solution

The digital era has presented employees and employers alike with a set of challenges they have never before encountered. These challenges encompass everything from the very basic, such as learning how to use new technologies, to complex issues such as developing strategies for forming successful teams in virtual environments. Employment in the digital age is often characterized by a blurring of workplace boundaries, heightened competition, and an ongoing challenge to stay ahead of rapidly evolving technology. As more businesses embrace digitalization and move away from traditional structures, it is essential that both employers and employees are equipped with the skills they need to succeed in this brave new world. One challenge faced by employers in the digital era relates to recruitment. With the emergence of job boards like LinkedIn, Monster.com and Indeed, recruiters no longer have exclusive access to candidate pools; rather there are now thousands upon thousands of potential hires available at their fingertips ready for immediate consideration. This can mean a much larger volume of applications coming through which require more resources to process efficiently (Reynolds & Waterston 2015). In addition to needing efficient processing systems, employers must also be aware that recruiting qualified personnel means competing not just with other businesses within their industry but across industries too (Khan et al., 2017).