The main purpose of this article is In the past human resources management played more of an administrative role which were consist of processing payrolls, sending birthday gifts to employees, rearranging company outings, and making sure forms were filled out correctly. Human resource management has experienced several changes over the last twenty years such as staffing, development of Workplace policies, compensation and benefits administration, retention, and training and development. These changes have brought many challenges to human resource management profession. According to Ekta Srivastava (2012), these challenges have increased the pressure on human resource managers. This paper will disgust the many emerging challenges in human resource management such as globalization, workforce diversity, technology, and changes in the economic environment and the ways to overcome some these challenges. The key question that the author (s) is addressing is There are various methods and techniques to overcome these challenges that human resource managers are facing in their daily operations. The most important information in this article is There are many emerging challenges that are evolving in the human resource management profession. Due to these challenges the role of human resource management has changed. These changes have increased the pressure on human resource management. Srivastava (2012). Today human resource management personnel role is to attract, retain and nurture talented employees. The main point(s) of view presented in this article is (are) The first challenge Human resource management is facing is globalization. Globalization is international integration arising ... ... middle of paper ... ...ing of human resource personnel so that they understand other cultural people and motivate professional personnel more and more so that they do not change organization more frequently. Srivastava ( 2012). The main conclusion in the article are As stated in this paper the challenges human resource managers are facing is getting more challenging on a daily basis. According to Srivastava ( 2012), the problem human resource managers are facing are retention, attraction of employee, dealing with different cultural people, managing workforce diversity, technology, and changes in the economic environment. There are some solutions to overcome these challenges such as cross cultural training in cultural differences and training in information technology, and proper development plans should be used in the organization to reduce professional mobility. Srivastava ( 2012),
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
Research differentiates the domestic human resource management strategy as, “simpler and easier for manager structure because the business is done on a particular territory, inside specific national culture and business environment,” (Slavić, Berber, & Leković, 2014). On the other hand, globalized companies have trouble with such things as observing the host country’s national cultures, their local regulations, and working around the impact of any new technologies that are required to do the job. Both strategies require effective communication, implementation, and performance
This paper is about leading people through a management system called Human Resource (HR), that does more than payroll, design training, and avoiding lawsuits. It provides essential components that will ensure that human talent is used effectively and efficiently to accomplish organizational goals. It is a case study of the Rio Tinto company 's Human Resources global approach after a significant downsizing in 2008.
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
The purpose of this report is to discuss a couple of strategic issues faced by human resource management practices in companies of today. At the end of this report, the advantages and challenges that each of these issue bring will be evaluated. Recommendations that organisations can put in place will be given to overcome the challenges brought on by each strategic issue. The strategic issues that I have chosen to discuss in this report are Mergers and Acquisition and Outsourcing.
Identify and discuss six competitive challenges facing organizations as it relates to human resources management departments? Explain each of your responses
In recent years due to the factors like globalization and removal of trade restrictions have created fierce competition in the domestic market for the well-established domestic firms. So, this competition has encouraged many domestic producers to enter into the international business through exporting their product to the different parts of the world or licensing or joint ventures to gain higher profit. By following the paths of international business may encounter the new challenges that are coming along with international human resource management. International human resource management is the set of distinct activities, functions and processes
In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
With all the news blasting us every day about the hard times that we are encountering in today 's economy, what types of unique challenges do you think these times pose for the human resources management professional in any organization, large or small business? As you prepare your Main Post, in answering, include at least one real-story that you find on the Web that illustrates some of the challenges that human resource managers are facing?
Human resources management holds all the tasks involved in attracting, developing and supporting organizational staff. Some of the challenges manager faces in an organization are matching the right employees to the right jobs, make employees commit to the company, supervise the workload and avoid employee exhaustion.
Noe, R.A., Hollenback, J.R., Gerhart, B., (2010). Human Resource Management: Gaining A Competitive Advantage. New York, NY. The McGraw-Hill. (p. 555-561).
The changing demographic trends have brought many new challenges in Human Resource Management. The way these challenges are met will determine the future growth of economy. From an Indian perspective HRD practices are most important as the major part of world Human Capital will be from India in the coming decades. The economic growth in the country will be propelled by this human capital if various issues and challenges faced are addressed properly on a micro as well as the macro level. The focus of both aspects will remain on the development of Human Capital and thereby propel economic development