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Trends in HRM

Current trends in Human Resource Management (HRM) include globalization, technology adoption, managing workforce changes, and developing human capital. Key issues involve adapting to diverse cultures, leveraging HR technology for efficiency, addressing workforce diversity and work-life balance, and tackling labor shortages through innovative recruitment strategies. Organizations must focus on creating inclusive environments and developing employee skills to remain competitive.

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10 views

Trends in HRM

Current trends in Human Resource Management (HRM) include globalization, technology adoption, managing workforce changes, and developing human capital. Key issues involve adapting to diverse cultures, leveraging HR technology for efficiency, addressing workforce diversity and work-life balance, and tackling labor shortages through innovative recruitment strategies. Organizations must focus on creating inclusive environments and developing employee skills to remain competitive.

Uploaded by

daisymaenasalga12
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF or read online on Scribd
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Current Trends in HRM a 1. Globalization 2. Technology 3. Managing change 4. Human capital s. Responsiveness s. Cost containment Globalization a a Impact on HRM a Different geographies, cultures, laws, and business practices alssues: aldentifying capable expatriate managers. = Developing foreign culture and work practice training programs. = Adjusting compensation plans for overseas work. Embracing New Technology a a Human Resources Information System (HRIS) 5 is a system that lets you keep track of all your employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases. o Benefits: = Store and retrieve of large quantities of data. = Combine and reconfigure data to create new information. = Institutionalization of organizational knowledge. = Easier communications. = Lower administrative costs, increase productivity and response times. 2.10 Embracing New Technology ( = Specialized applications Succession planning Applicant tracking Job evaluation Employee performance evaluation Grievance handling Manage the Changing __ Workforce 1. Increased diversity in the workforce » Creating workplace that respects and includes differences » Recognizing unique contributions individuals with differences can make » Creating work environment that maximizes potential of all employees 2 Manage the Changing __ Workforce Work-life balance Employees experiencing burnout due to overwork and increased stress — in nearly all occupations Rise in workplace violence, increase in levels of absenteeism as well as rising workers’ compensation claims Causes range from personal ambition and the pressure of family obligations to the accelerating pace of technology Manage the Changing _. Workforce 3. Structural shift from the manufacturing to the service sector Growth in part-time employment Rising prominence of women in the workforce Gradual aging of labor force with fewer young people entering workforce and participation rates among older workers increasing Growing importance of temporary employment and self employment Adoption of flexible working practices, such as job sharing and the increasing opportunity to work from home. Developing Human Capital a co Human Capital 5 The knowledge, skills, and capabilities of individuals that have economic value to an organization. o Valuable because capital: = ls based on company-specific skills. = Is gained through long-term experience. = Can be expanded through development. 218 Developing Human Capital a 1. Managing talent — recruitment, development, and retention of the best workers Employers need to find innovative ways to “brand” themselves, setting them apart from competitors and becoming an “employer of choice” As talent becomes scarce, development of current employees for promotiona opportunities Developing Human Capital A 2. Labor shortage — finding the right talent v Statistic: By 2020, gap between available and required skilled workers is projected to be 14 million Use of e-recruiting and non-traditional labor pools Establishing selection system geared to retention: better skills assessment, knowledge, and fit for inohs 2-20

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