Human Resource Management in Focus - Research Paper Example

HUMAN RESOURCE MANAGEMENT IN FOCUS ABSTRACT The paper is based on the field of Human Resource management. In this paper three articles are discussed to find out the current as well as future trends and developments in this section of an organization. Along with this, the impacts of diversification in HR in the field of Health care are discussed. HUMAN RESOURCE MANAGEMENT Human resource management, a term very commonly used and now is a part of every organization. It concerns with organizational activities of recruiting selecting and designing work. Technically describing it is the frame work of philosophies, policies and the practice of those policies that contribute to the relationship between an employer and a worker. Mostly the functions in the field of HR are concerned about the behavior of the people working within an organization but with the changing pace the new comers in this field need skills as well as knowledge to be effective worker in the organization. (Heathfield) DIVERSITY IN HRM Human resource management has given a new aspect to the sector of management of an organization. A management’s duty is to appropriately assigning the duties to its workers and the collective work of the workforce is beneficial for the organization as well. With change in every field of life the sector of Human Resource management is also gaining more importance. To maintain the demographic change in economic and labor market, it’s a common policy to increase workforce diversity. Today innovative HR policies across the world bring benefits as well as challenges. Managing diversity is important, or the performance of the organization may face drawbacks. The HRM employees recruit and evaluate the qualifications of the applicant whereas on the other hand employees have to be satisfied on the base of gender or ethnic discrimination. (Tervonen, 2012) It is said that diversity is the right thing for a business strategy. Surveys and interviews conducted earlier conclude that diversity is evolving and it is the bottom-line of business issues. Companies concentrate on diversity because it shows higher percentages of performance levels. Earlier in the 20th century companies discouraged employing African Americans or women but the trend has changed today. In simple words they discouraged cultural diversity. The foremost duty of the HRM department now is to avoid conflicts on cultural or ethnic bases in the workplace and equal treatment be given to all employees. Diversity has become the integral part of organizational strategy and is embedded in corporate culture of every workplace in this way the best talent enters in the organization. (Lindberg, 2009) Diversity is the best strategy to practice, it creates a link between the overall business goals of organization/ besides this, strategy of diversity motivates workers. The HR managers today understand the demographic and market realities and practice diversity at all levels. GLOBALIZATION IN HRM In the last two decades Globalization across the workforce has seen exponential growth. It has created challenges as well as opportunities, to achieve corporate objectives, new workforce is emerging. Earlier western companies used to attract workers from Asia, and provide them quality of life. But now the economies are growing fast and the standard of living in their hometown is similar to that of western lifestyle. The market for skilled workers is back and the market is highly competitive as well. (Tasker, 2010) FUTURE TRENDS IN HRM The organizations today are increasing focus on specialization in all the departments of the workplace. Regarding HR companies are paying more attention to staff, training, development and diversity. The biggest development is the introduction of technologies; in the HR department it provides various technologies to minimize staff time spend on manual administrative tasks. Virtual interactions have replaced face to face meetings, video conferencing, telecommuting is already practiced greatly. Such emerging technologies will allow off-site working with great ease. In the coming decade the number of full time employees would decrease and contractual workers who work from their homes would increase. The employees of these companies wouldn’t work less physically but would stay connected 24/7. The HR professional of 2020 would possess the latest business management capabilities although the face to face interaction would be less as even the workforce would be virtual. But it would be the company’s demand for highly talented and skilled professional. (“The Future of HR – How to Achieve the 2020 Workplace Today”) In the past decade significant change in HRM have taken place whether it is education, technology, workforce, government role, health, ethics or policies. New challenges have come up , and leadership participation is emphasized. HRM is a process of bringing people and organization together. Over the year skilled jobs (specialized jobs) are increasing and low skilled jobs are decreasing. This shows future skill mapping through proper HRM strategies. (Nair, 2009) HRM AND HEALTH CARE FIELD The relationship between HRM and health care is complex when examining the global perspective. The object of health care is ultimately provided to the people. Therefore, a thorough knowledge of human resource management is necessary in the field of health care. “Human resource professionals face many problems while delivering a high-quality health care to citizens. Some of these obstacles include budgets, absenteeism rates, and high rates of turnover and low morale of health personnel.” (Kabene, Orchad, Howard, Soriano & Leduc, 2006) As all the health care facility is provided ultimately to the people, therefore effective human resource management would be an important aspect in the success of health sector. HRM in the health care sector have to improve their quality of work for patient’s satisfaction. HRM in the field of health needs a lot of care as well as dedication while working for the people. Unlike any other business organization, the work force in a health care facility has to work together and with care for its patient’s wellbeing. Evolution in the field of HRM does have interference of technology but in a health care use of technology alone is not enough. Besides this, health care workers have to go specific trainings for specialization in their field of work. A properly trained and competent workforce is essential to any successful health care system. (Kabene, Orchad, Howard, Soriano & Leduc, 2006) CONCLUSION In the end it is concluded that globalization has changed the strategies and trends of all workplaces. These changing trends can be fruitful if carried on with proper training. The increasing focus on specialization and technology has contributed to the diversity in the field of HRM. Effective human resources management strategies are greatly needed to achieve better outcomes. Reference Page Heathfield, S. (n.d.). What is human resource management?. Retrieved from http://humanresources.about.com/od/glossaryh/f/hr_management.htm Tervonen, K. (2012). The role of diversity management in human resource management in hotel business. 28-29. Retrieved from http://publications.theseus.fi/bitstream/handle/10024/46549/Tervonen_Katariina.pdf?sequence=1 Lindberg, A. (2009, November 6). The evolution of diversity: From . Retrieved from http://www.hrworld.com/features/trendwatcher-evolution-diversity-110909/ Tasker, H. (2010, november 11). The turn back to globalization in hr. Retrieved from http://www.hrmreport.com/news/the-turn-back-to-globalization-in-hr/ The Future of HR – How to Achieve the 2020 Workplace Today. Retrieved March 9, 2013, from http://www.hrmreport.com/article/The-Future-of-HR--How-to-Achieve-the-2020-Workplace-Today/ Nair, S. (2009, september 29). Emerging trends in hrm. Retrieved from http://www.articlesbase.com/human-resources-articles/emerging-trends-in-hrm-1282468.html Kabene, S., Orchad, C., Howard, J., Soriano, J., & Leduc, R. (2006). The importance of human resources management in health care: a global context. 4(20), Retrieved from http://www.human-resources-health.com/content/4/1/20 Read More