Current Trends in Human Resource Management

The world is rapidly changing, and the Human Resource Management (HRM) must be well prepared to
deal dynamic work environment. the human resource must be prepared to adopt to globalization, work
force diversity reengineering, enhancement of advance skill and so on.

Let us discuss few in detail

1. Globalization and its implications

The Business today doesn’t have any national boundaries. With the growth of multinational
corporations, the role of human resource manager has been changed completely. The HRM need
to ensure that the organization needs to have the right mix of human capital to carry out global
assignment, In order to meet this goal, the organizations need to formulate the required training
and development program that helps the employees to meet the challenges of globalization.

Human Resource Management (HRM) must also build up a mechanism that will help human
resource with multicultural can work together. With increase in differences in culture, language,
and tradition, it will lead to conflicts among the employees. To overcome this problem an HRM
should frame a training program that helps employees to learn ‘how to work in such global work

2. Workforce Diversity

In the past Human resource management was concerned only with employees of domestic region
which was homogeneous in nature. But in this globalised environment, the workforce of
organization is diversified in the form of gender, age, social class sexual orientation, values,
personality characteristics, ethnicity, religion, education, language, physical appearance and so
on. This diversity is directly linked with strategic decision of organization. In order to manage
this workforce diversity an HRM need to provide friendly work environment like flexible work
schedules, relevant training program to help employees to adopt to cultural, language diversity
and so on.

3. Changing skill requirements

HRM today is not looking out for employees with one particular skills, but process of recruitment
in today’s organization are concentrated towards multi- talented skill and abilities. The growing
number of jobs in an organization is looking out for the higher level skills than the current
employees to fulfill future job requirements. HRM department will have to develop suitable
training program to bridge a gap present and future skills

4. Corporate downsizing

The downsizing is all about reducing the number of workers employed by the organization. HRM
department plays a very important role in downsizing. HRM department makes ensure that proper
communication is made at this time. HRM helps to avoid spreading negative rumors and keep
updating the employees about the factual data from time to time about their performance.
5. Continuous improvement programs

Continuous improvement programs focus on the long term well being of the organization.   It is a
procedure whereby an organization focuses on quality enhancement of organization, by building
a better base to serve its customers. HRM often involves in taking initiative to improve quality
and productivity..

Regrettably, such initiatives are not something that can be easily implemented, nor dictated down
through the many levels in an organization. HRM plays an important role in the implementation
of continuous improvement programs.  

6. Re-engineering work processes for improved productivity

Although continuous improvement initiatives are positive starts in many of our organizations,
they typically focus on ongoing incremental change. Such action is spontaneously appealing —
the constant and permanent search to make things better. Yet many companies function in an
environment that is dynamic- facing rapid and constant change. As a result continuous
improvement programs may not be in the best interest of the organization. The problem with
them is that they may provide a false sense of security. Ongoing incremental change avoids
facing up to the possibility that what the organization may really need is radical or quantum
change. Such drastic change results in the re-engineering of the organization.

7. Contingent workforce

Large part of the modern day workforce is the contingent workers. Contingent workers are
individuals who are typically hired for shorter periods of time. They perform specific tasks that
often require special job skills and are employed when an organization is experiencing significant
deviation in its workflow. When an organization makes its strategic decision to employ a sizable
portion of its workforce from the contingency ranks, several HRM issues come to the forefront.
These include availability of employees when needed, providing proper schedule etc

8. Decentralized work sites

Work sites are getting more and more decentralized. Telecommuting capabilities that exist today
have made it possible for the employees to be located anywhere on the globe. With this potential,
the employers no longer have to consider locating a business near its work force. Telecommuting
also offers an opportunity for a business tin a high cost area to have its work done in an area
where lower wages prevail. Decentralized work sites also offer opportunities that may meet the
needs of the diversified workforce.