MN7181-PEOPLE & ORGANIZATIONS : PRINCIPLES & PRACTICE IN GLOBAL CONTEXT

In this chapter we ,

1. Define what is Human Resource Management

2. Examines global challenges faced in contemporary HR management.

3. Discuss the identified challenges  including, 

• skills shortages.     

• talent management

• shifting demographics.

• work/life balance.

• managing intergenerational and intercultural work groups

Definition of Human Resources Management
Human Resource Management (HRM) has been defined  by many people & organizations in different ways.

In 1987 Guest has defined HRM as a set of policies designed to maximize organizational integration, employee commitment, flexibility & quality of work.

Human resources Management describes  as an approach in an organization which guides how people of the organization are managed to improve the organization’s effectiveness through people (Armstrong , 2014). It clearly focuses our attention how people should be treated with respect to set of ethical values.

HRM is a managerial perspective which argues the need to establish an integrated series of personnel policies to support organizational strategy (Buchanan & Huczynski, 2004). 

All in all HRM aims for the organizational success through people. To achieve the organizational goals it's very much focused of making the best use of the valuable human resource.

Global Challenges in HRM

With the globalization happens in every aspect of human lives, HRM too affected despite differences among the universalistic, contingent & contextual approaches.

The global challenges includes skills shortages, talent management, shifting demographics, work/life balance & managing intergenerational &  intercultural work groups (Munde, 2010).

• Skills shortage

As early stages of the globalization it's still hard to find right skilled workers for the required positions in all over the word.

• Talent Management

It is the anticipated human capital for an organization to achieve the set goals through human capital & how they plan to meet them.

• Shifting demographics

Demographic changes have already had a major impact on HR departments around the world. Labour forces have become increasingly diverse, and this has forced organizations to make considerable changes to the way in which they approach people management.

Demographics are constantly changing, and in some parts of the world they are doing so at a rapid pace, presenting even greater challenges for HR professionals as they look to hire, train, manage and retain an entirely new generation of workers.

• Work/life balance

This refers the proper prioritizing between the career ambition & the personal life (health, family, spiritual development, leisure etc. )

• Intergenerational & intercultural work group

With the globalization and rapid changes in HRM this will be a huge challenge within next 2 decades.

Attracting and retaining these young, often restless workers will be a major challenge for HR departments in the years ahead. Organizations will need to provide the kind of opportunities for training and progression that millennials crave, otherwise staff turnover could soar.

As per the Michael Baily associates article 27/08/2014 with the movement of people from one place to another a globalized workforce may create, which is leading to increased cultural diversity and reduced cultural homogeneity within national workforces.

This will undoubtedly create challenges in terms of equality and inclusion, and will force HR professionals to become much more culturally aware so that they are equipped to manage employees from a growing number of countries, faiths and ethnic groups.

Migration has also had an impact on the size and composition of talent pools, so recruitment practices are likely to be affected, too. Indeed, educational attainment is rising in developing countries, which means more graduates from these countries entering the global workforce.

Reference

Guest, (1987). Strategic Management, Strategic planning, Journal article on Human resource Management

Armstrong, M. (2014). Armstrong’s Handbook of Human Resource Management Practice . London: Koganpage.

Buchanan, D., & Huczynski, A. (2004). Organizational Behaviour: An Introductory Text,5 thed. Harlow: Prentice Hall.

Munde, G., (2010) Global Issues in Human Resource Management and Their Significance to Information Organizations and Information Professionals, East Carolina University, USA