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New trends in human resource management
NEW TRENDS IN HRM
SUMMARY:
The management has to recognize the important role of Human Rights Resources Department to successfully guide organizations toward profitability. It is necessary for management to invest time and amount, to learn the changing scenario of the Department of Human Resources in the 21st century. To survive competition and be in the race, the human resources department consciously be updated with the transformation of HR and be aware of human resources issues crop up. With high dropout rates, strategies poaching by competitors, there is a shortage of skilled workers and therefore the activities of a company human resources play a vital role in the fight against this crisis. Appropriate human resource policies that lead to the achievement of the Organization and the person's goals should be formulated. HR managers Humans have to handle all the challenges he would face in recruiting employees, training, and then develop strategies for retaining them and building a career management system effective for them. Only care workers would not be enough, new human resource initiatives should also focus on the needs quality, customer orientation, productivity and stress, teamwork and leadership. This book is divided into two sections that shed light on emerging trends human resources and discuss human resources issues in various industries such as financial services, information technology, electricity, health care, to name a few. This book should be of great value to the practice of human resource managers of each organization and also for those who have a significant interest in the area Human Resources Management, to realize the growing importance of human resources and understand the need to build effective strategies to combat human resources problems human resources that arise in the 21st century.
Introduction
Human Resources Management has evolved considerably over the century past and underwent a major transformation in form and function especially in the last two decades. Driven by a number of important internal environmental forces and external human resources management function has evolved from a largely maintenance, with little or no impact baseline, to what many scholars and practitioners of what is today referred to as the source of sustained competitive advantage for organizations operating in a global economy.
Changes in resource management humans: Some of the significant changes that may occur in the human resources management are:
- Increased levels of education: Due to technological advances and the expansion of workers' education institutions will become more aware of their higher level needs, administrators will need to develop policies and techniques to motivate knowledge workers. Better education and strength organized labor will require greater freedom and autonomy at work.
- Technological developments: This will require rehabilitation professional and mid-career training for workers and managers. The Revolt of the international corporation is demonstrating new challenges for the personnel function.
- Changing the composition of the labor force: In the future, women and minorities, SC and ST will become a major source of labor in the future because of easy access to better educational and employment opportunities. Therefore labor planning each organization will to take into account the potential availability of talent in these groups. Change combination of the labor force will lead to new values in organizations.
- increased role of government: In India, staff management has become very legalized. In the future private organizations will have to coordinate their labor welfare programs with the private sector the government is increasingly required to support government efforts to improve public health, education, training and development and infrastructure.
- Occupational Health and Safety: Due to the presence of legislation and trade union movement, personnel management have to be more healthy and safety conscious in the future.
- Organizational Development: in the future, change will be initiated and succeeded in improving organizational effectiveness. Senior management will become more active in the development of human resources.
- New work ethic: increased forces will be on the project and the methods of team organization. As a work ethic requires greater emphasis on changing the individual. Labour will have to redesigned to provide challenge.
- Development planning: management personnel will increasingly involved in the planning of the organization, structure, composition, etc. cost-benefit awareness and guidance is required by personnel department.
- Improved assessment and reward systems: organizations must share the profits of increased workers regularly to more objective and outcome-oriented systems performance, evaluation and performance-related compensation will have to be developed.
- The new personnel policy: new and better policies must for the future workforce. management of the traditional family give way to professional management more strongly in human dignity.
Thus, in the future management personnel will face new challenges and carry out new responsibilities. participative leadership will take the place of autocratic leadership. creative skills will have to be rebuilt and compensated emphasis will shift the legal approach and the State required to open and humanitarian approach.
New Trends in Human Resources
human resource management is a process of bringing people and organizations to ensure that the objectives of each are met. The role of HR manager is shifting from being a protector and blocker for the role of a planner and change agent. Personal managers are corporate heroes. The name of the game today in business is personal. Today it is not possible to show a good financial or operating report unless your staff relations are in order.
Over the years, based jobs and highly skilled knowledge are increasing, while unskilled jobs are decreasing. This requires ability to allocate future through proper management initiatives human resources.
indigenous organizations are also witnessing a change in systems, cultures and management philosophies, due to alignment Indian global organizations. There is a need to develop multiple skills. The role of human resource management is increasingly important.
Some of the recent trends observed are:
- The recent quality management standards ISO 9001 and ISO 9004 of 2000 is more focused on people-centered organizations. Now organizations must be prepared to deal with problems people-centered with the commitment of top management, with a renewed push on human resources issues, particularly in training.
- Charles Handy also advocated for the future organizational models such as the Shamrock, Federal and Triple I. Such models also focus on organizational issues focus on the people and call for redefining the future role of human resources professionals.
- For a jump ahead of the competition in this world of uncertainty, organizations have introduced six-sigma practices. Six Sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices and improve organizational values help to create defect-free products or services at a minimal cost.
- HR outsourcing is a new membership that makes a traditional human resource department in an organization redundant. Exult, pioneer HR BPO international and with the rope in the Bank of America, BP Amoco international players over the years the plan to extend their business to the majority of the Fortune 500.
- With increasing global labor mobility, attracting competent people is also becoming increasingly difficult, especially in India. Therefore by creating a culture environment, organizations are also required to develop a retention strategy of the existing skilled labor.
FUTURE ROLE OF DIRECTORS OF PERSONNEL
Some of the emerging trends in chief of staff role are: –
(I). The chiefs of staff of the future will be emphasized in the overall development of human resources at all aspects.
(Ii). The field of human resource management will be expanded to cover career planning and development, organizational development, social justice, etc.
(Iii). Enlightened trade unions to become an active participant in the organization and management of the industry.
(Iv). The chief of staff will be required to act as agents of change through greater participation in the "environment and exploration and development planning. They will have to devote more time to promote changes that maintain the status quo.
(V). The role of staff become more aware of the costs and oriented benefits. Rather than simply manage the activities of personnel, personnel department will have to seek opportunities for profit improvement and growth.
(Vi). Greater authority and responsibilities will be delegated to personnel managers especially in the field of welfare services employee.
(Vii). Personnel managers have to continuously be recycled to prevent the obsolescence of their knowledge and skills.
Thus, the work of personnel managers will become more difficult and challenging in the future. They must be experts in behavioral sciences. They will play a creative role and development. Thus, will play a creative role and development. They will have to acquire new skills, values, attitudes to perform their new responsibilities successfully.
Conclusion:
"I never predict. I just look out the window and see what is visible – still not seen" (Peter Drucker)
Trends in human resource management have changed the way we work, how organizations are more dependent on human resources management to increase the success rate in the current global competitive environment.
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