EMERGING TRENDS IN GLOBAL HUMAN RESOURCE MANAGEMENT

Considering the continues challenges which have been taken place in the technology, economy, social and the psychological understandings and structures, we know that all said factors have influence both human resource and their management process. Since the world of work is rapidly become to change, as a major part of an organization, Human Resource Management (HRM) must always be prepared to deal with effects of changing world of work. In the present complex work environment, most of the organizations are excessively influenced by the changes which are taken place in internal as well as in the external environment. Real factor is none of the businesses or the organization can change or accompany or rise without appropriate human resources. Therefor human resource has become the most focus advertence of every progressive organizations.

As stated by Chambers (2013) ,Globalization has become a business strategy while globalization forces HR practitioners to add value by transforming and integrating HR throughout the organization as a core business process. There is a gradual increase of the unemployment problem in the world wide as there is a surplus of labor which is over exceeding the needs for the economy. (Kotulic, 2009). According to the research done by the Kapoor (2001), 13% to 19% of 33 million students in all over the world in the developed countries are suitable candidates for work in multinational companies and others are not because of their poor language skills, low education and lack of cultural intelligence ,while he discovering that the Human resources have to play an important role in connecting different cultures and languages as well as global HR leaders can use to address and overcome potential management problems while attempting a deeper understanding of culture, individual cultural competency and cross-cultural competence.The real factor is HRM always needs to develop a mechanisms that will help multicultural individuals work together as tomorrow's workers will come in different colors, nationalities and so on since all the Managers will be required to change their ways accordingly.

On the other hand HR department currently more concentrate as well as working on approximate mix of employees in terms of knowledge, skills; cultural adaptability is available to handle global assignments. In order to meet this goal, organizations always train individuals to meet the challenge of globalization

As described by Beauregard & Henry (2009), currently most organizations are involved with Work-life balance practices which relies on ability to enhance recruitment and retention as reduce work-life conflict for employees. It makes benefited that offering work-life balance practices would attract individuals to an organization and that using these practices resulting  an improved employee attitudes and behavior within the organization.

References

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

Beauregard & Henry, 2009. The relationship between work-life balance, work engagement and participation in employee development activities.

Dessler, G (2005) Human Resource Management, Pearson, 13th ed., USA

Dubravskaa, M. & Emilia Solankova, 2015. Recent Trends in Human Resources Management in Selected. [Online] [Accessed 17th May 2018].

Francesco & Gold, 2005. International Organisational Behaviour.2^nd Edd. Hong Kong.

STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM) IN A GLOBAL PERSPECTIVE

Considering both employees as individuals and the organization as a whole, Strategic Human Resource Management (SHRM) has a strong relationship with both. As well as SHRM is seen as a partner in organizational success in most aspects as well as it utilizes the talent and opportunity within the organizational human resources to become stronger and more effective. 

DEFINITION TO STRATEGIC HUMAN RESOURCE MANAGEMENT

Armstrong (2006) stated, this is an approach to the management where it involves and taking a broad as well as a long-term view of the business or part of the business is going and managing the activities in ways which ensure this strategic thrust is being maintained. He identified SHRM as an approach to the development and implementation of HR strategies which integrated with business strategies and support their achievements.

Dessler (2011) Identified SHRM as a active formulating method as well as executing HR policies and practices which helps to produce the employee competencies and behaviors the company needs to achieve as its strategic aims.

Armstrong (2009) described that Strategic HRM is an approach which is in line with how the organization’s goals will be achieved through people by means of HR strategies and integrated HR policies and practices.

AIMS OF STRATEGIC HUMAN RESOURCE MANAGEMENT

The fundamental aim of SHRM as discussed by Armstrong (2009) is to generate organizational capability by the way of ensuring that the organization has people who are skilled, engaged, committed and well-motivated and it needs to achieve sustained competitive advantage.

As many researches shows, there is a significant impact on SHRM for globally based firms. They reveals that working in different environments might cause threats for the SHRM subject. Also if a company needs to make effective decisions in the business environment, it is necessary for the HR managers to deal with the employees knowing their attitudes and practices based on the global changes in line with the concept of SHRM.(Greer, 2003).

GLOBAL EXAMPLES

FedEx Express values its people and believes motivated and satisfied workforce is essential in providing a quality service. Also company believes that its people are one of its competitive advantages. Most important thing is company’s HRM strategies are specifically tailor-made to fit the company’s objectives and goals (Hamid, et al., 2010).

Nestlé is considered as a human company in the world provides response to individual human needs with specific concern for the well-being of its consumers as well as the employees. Nestlé strongly believes that nothing can be achieved without commitment and energetic employees, which means employees are its most important asset of them (Kapoor, 2010).

References

Armstrong, M., 2006. Armstrong's hand book of Human Resource Management and practice. 11th ed. United Kingdom: Kognpage.

Dessler, G., 2011. Human Resource Management. Thirteen Edition ed. s.l.:Florida International University.

Greer, C. R., 2003. Strategic Human Resource Management. Second Edition ed.

Hamid, M., Rahman, R., Ferdous, F. & Itminan, S., 2010. How Strategic Human Resource Management Contributes to Achieve the Competitive advantage of FedEx, Dhaka: East West University. 

Tansley, C and Tietze, S (2013) Rites of passage through talent management stages: an identity work perspective, International Journal of Human Resource Management.