The critical analysis of organizational needs and how the management perceives about its employees for having such skills to perform in the continuous changing business environment discussed in the following.

Global Competition of Human Resource Management

        According to the source, organization needs to be competing at the global level because international and multinational companies have been rapidly penetrating the local markets while competing the local companies having low budget and less qualified staff. The business environment has been changing in the phenomena of global world village concept (Alok, 2015). This global competition is letting the management perceiving its employees to learn more advanced skills and conversant with the variety of digital methods technologies. Everything has become digitalized now and the whole business process has been shifted from manual change to digital transformation. Each and every information can be made available digitally so that the whole analytical tools can be used in order to make the best decision making (Bersin, 2016).

        Digital technologies have been enabled the smaller sized companies to be competing against the large sized organizations giant in size only because digital technology enables the smaller size organizations to be working at highest efficiency and making the best usage of limited short resources through digital technology. This is the major benefit to smaller size companies as digital technology makes them capable of achieving higher operational efficiency and reducing the cost of business operations, improving supply chain management and having the access to customers directly from digital platforms reducing the phenomena of monopoly (Niaz, 2015).

        Since, digitalization has countless benefits which makes the organizations expecting its employees to be expert at all of these technologies and then fighting against the competitors with the help of these tools which are really good in modern times. Like the HR jobs, global competition has also made other jobs tougher and complicated because giant sized organizations are competing the smaller sized organizations which is enhancing the imbalances into the economy which does not ensure the good results at the end (Alok, 2015).

Anticipation Technologies of Human Resource Management

        According to the source, there are highly performing digital technologies available which can predict the expect demand for the all certain products and services in the near future. This is such an advanced technology which can help the organizations achieving the efficiency in supply chain management, operational efficiency and increasing the profit margins. This can only be made possible when such digital technologies have been installed into the business process and employees must be having such skills to extract the data and analysis accordingly (Bersin, 2016).

        Managers and organizations have been expecting its employees to make the best predictions about the future demand and accordingly design the business plans, strategies through this technology. This technology has become the mandatory part of the whole business process and the one who knows how to be using this technology has more chances of   growth in career and having the increments incentives (Meister, 2017). Therefore, one should learn operating this technology and how to conduct the best analysis in terms of predicting the future demand coming from the consumer.

Knowledge Based Business Process and Human Resource Management

            Organizations have been expecting its employees to establish the knowledge-based business process so that each and every decision made on the basis of some logical and accurate information. Knowledge has become the most valuable asset in the modern time when business environment is changing and all needs to be adaptable with the change sooner than the competitors. It can only be made possible through obtaining the true information at the right time. Therefore, employees are expected to establish the database and promote the knowledge based business functions and overall performance. Knowledge is the only tool which can be helpful in increasing the market share, competiveness and overcoming the industry challenges (Meister, 2018).

            Therefore, organizations needs to be encouraging employees taking some time and start establishing the knowledge based system which promotes all decision making from obtaining the information from internal and external reliable sources which have direct association with the process and who can provide the more accurate, reliable and instant information (Alok, 2015).

References of Critical analyze organizations needs and how they perceive their employees, skills in the continuous changing business environment. 

Alok, M., 2015. Information Technology in Human Resource Management: An Empirical Assessment. Ebscohost, 13(1), pp. 54-61.

Bersin, J., 2016. The New Digital World Of Work: How HR Will Change In 2016. [Online]
Available at: https://www.forbes.com/sites/joshbersin/2016/01/29/ten-predictions-for-hr-leaders-in-2016-how-the-digital-world-of-work-will-change/#5df975d55555
[Accessed 08 May 2019].

Bersin, J., 2017. HR Technology For 2018: Ten Disruptions Ahead. [Online]
Available at: https://www.forbes.com/sites/joshbersin/2017/11/02/hr-technology-for-2018-ten-disruptions-ahead/#78877caa43b7
[Accessed 08 May 2019].

Dianna, S. L., 2017. The influence of technology on the future of human resource management. Ebscohost, 13(1), pp. 51-64.

Lopez, M., 2018. It's Time To Reinvent Your Human Resources Strategy And IBM Wants Watson To Be Your Guide. [Online]
Available at: https://www.forbes.com/sites/maribellopez/2018/12/02/its-time-to-reinvent-your-human-resources-strategy-and-ibm-wants-watson-to-be-your-guide/#34da748f7053
[Accessed 08 May 2019].

Meister, J., 2017. The Employee Experience Is The Future Of Work: 10 HR Trends For 2017. [Online]
Available at: https://www.forbes.com/sites/jeannemeister/2017/01/05/the-employee-experience-is-the-future-of-work-10-hr-trends-for-2017/#6cd88bb320a6
[Accessed 08 May 2019].

Meister, J., 2018. The Future Of Work: Three New HR Roles In The Age Of Artificial Intelligence. [Online]
Available at: https://www.forbes.com/sites/jeannemeister/2018/09/24/the-future-of-work-three-new-hr-roles-in-the-age-of-artificial-intelligence/#445668814cd9
[Accessed 08 May 2019].

Niaz, T., 2015. Information technology, knowledge management and human resource management. Ebscohost, 13(1), pp. 41-55.

Ranae, B., 2015. Human resource management, information technology, and the competitive edge. Ebscohost, 13(1), pp. 41-56.