Changing trends in HRM

 

Changing trends in HRM

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rganizations have to know how many people and what sort of people they need to meet present and future business requirements. This is the function of workforce planning.

                                                        image from google

 

The following definition of workplace planning was produced by the CIPD (2010a: 4): ‘Workforce planning is a core process of human resource management that is shaped by the organizational strategy and ensures the right number of people with the right skills, in the right place at the right time to deliver short- and long-term organizational objectives.’

 

Employee diversity has become very important in every business in order to remain viable in today’s economic world. Since the 21^st century workforce has become more global new critical skills are rare and the companies need to develop new ways to find innovative people & develop their capabilities (Deloitte, 2014).

 It is to knit together new partners financial, technological, production and marketing resources. Organizations have to strongly take into consideration that the resource people by creating a partnership that spans around different corporate cultures. Different nationalities differ in many ways such as the custom of conducting business, how people are expected to behave as well as the kind of behavior expected to be rewarded.  (Moran et al,2007).

Impact of the technology have been responsible for the continual changes in the structure of the organizations which has affected on how firms do business since the industry is more exposed than almost any factor than digital forces. For an example social media presents new marketing opportunities but also new opportunities to improve workforce efficiency by enabling working across various teams with diverse cultural background and locations to interact and share information and best practices (Deewr, 2013).

Conclusion

Global companies are still struggling with their negative perceptions and attitudes towards equal employment opportunity among women, minority workers and people with disabilities as required by UN Convention on Human Rights and different laws and regulations from different Countries. For example, US seeks to achieve a racial and ethnic balance while in European Countries and Canada their target is for immigrants and people from different nationalities (Mollel et al., 2015). 

References:

CIPD (2010a) Workforce Planning: Right people, right time, right skills, London, CIPD.

Deloitte.,(2014). Global human capital trends: Engaging the 21st – century workforce. New York: Deloitte University Press.

Deewr.,(2013). Workforce diversity: Guides to employment for migrants. Canberra Australia: Australian Government Press.

Moran, R.T., Harris P.R & Moran S.V., (2007). Managing cultural differences. 7^th Ed.UK: Oxford Elsevier.

Mollel, E.R., Mulongo, L.S & Maket,L., (2015). Workforce diversity management and global organizational growth in the 21^st century. Journal of scientific research and studies, 2(7), pp.164-175

https://www.google.com/search?q=changing+trends+in+hrm&rlz=1C1CHBF.

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