Future of Hr Management

Future of HR Management

Over the years, the role of human resources has changed and evolved based on the needs of our society. Put in basic terms, human resource management must change as the business environment in which it operates changes. An article written by Susan Heathfield, states that while successful organizations are becoming more adaptable, resilient, quick to change direction, the HR professional is considered by line managers as a strategic partner, an employee sponsor or advocate and a change mentor (Heathfield, 2006). Human Resources professionals have gone from simply handling personnel issues to making strategic contributions to the future development of an organization. There are various factors that have contributed and will continue to contribute to the evolvement of human resources management, some of which include technology, globalization, diversity and immigration and an aging workforce.

Technology

The effect of technology on human resources management has increased significantly over the years. Since our society is so far advanced with technology, human resources is evolving from working completely on paper forms to working on databases or human resource information systems. A HRIS, human resource information system is a computer system used to acquire, store, manipulate, analyze, retrieve and distribute information related to an organization’s human resources (Noe, R., et al., 2003). Many organizations have decided to use a HRIS so that is also an essential skill for the human resources professional. Organizations have also opted to update the technologies used in daily business. So in addition to making resources available through an internet or intranet website for its employees to access information, they are also updated the technologies used to conduct business. What this means to human resources, is that they must also be up to date on those technologies and be able to either prepare its current workforce for what is needed of them or hiring the appropriate personnel with the needed skills. As technology changes the ways organizations manufacture, transport, communicate, and keep track of information, human resource management must ensure that the organization has the right kinds of people to meet the new challenges. Maintaining a high-performance work system may include development of training programs, recruitment of people with new skill sets, and establishment of rewards for such behaviors as teamwork, flexibility, and learning (Noe, R., et al., 2003).

Globalization

Globalization is another key factor to consider in the evolvement of Human Resources. Many businesses end up expanding their territory into other markets around the world and the workforce, cultural differences and the laws and regulations of those countries must be considered. As a result of globalization, some businesses opt for outsourcing their business to difference countries. This is evident in the amount of companies that go the route of outsourcing regardless of the opposition faced here in the United States. Human Resources departments have also faced outsourcing since there are organizations whose business is to provide these resources in a cost-effective manner.

Diversity and Immigration

Diversity plays a major role in the HR sector because of the growth in a diverse workforce in addition to the laws protecting anyone from being discriminated against. Especially in the United States, there is such a large amount of immigration from other countries, so it is going to be inevitable to deal with issues relating to race and cultural diversity. In addition to employers being aware of diversity, the individuals they employ must also have a sense of awareness in diversity and it will lie in the employer’s hands to make them aware.