Traditional HR management activities include recruitment of employees and talent selection, training of graduates, compensation and benefits, retention of valuable human resources, evaluation, promotion, and dealing with labor-management relations. Nowadays, the work of human resource personnel includes more additional activities to meet the needs of modern organizations and companies. Coping with globalization, as well as other current challenges are among those specific tasks.
Contemporary HR managers facing globalization, changes in the workforce, and corporate roles, must adapt to the new situation. They should consider cultural variations and foreign regulations and think strategically about the managers’ and employees’ needs. Moving into new foreign markets, an HR manager should encourage skilled workers to transfer, select local talents, perform procedures of getting visas, and work permits. The cultural gap needs a thoughtful approach: employees should learn about possible cultural issues. Managers need to know about foreign taxation and labor regulations, which could probably conflict with the current company’s policy. With changing technologies, the task of an HR department is to monitor the company’s needs and create a beneficial learning environment. Thus, management activities have expanded greatly to meet the needs of modern businesses.
The Internet constantly suggests new job opportunities, and epidemics made many employees work online. In addition, the prospects of remote workers’ recruitment necessitate managers to look for new team leaders. The current challenges of every HR professional are retaining the best personnel in the world of limitless job offers, creating a good remote working atmosphere, and leadership development in expanding companies. Nurbhai’s (2014) solution could be useful in retaining and leadership coaching. He supposes managers could propose their attractive employees to other companies for an extra-pay like they are football players. A manager with such bonuses will be more willing to stay and train future leaders. As for common employees, they could be attracted by a good work-life balance or loyalty bonuses. While the workforce is aging, companies should provide the young with leadership training. Finally, remote workers’ motivation could be raised by effective communication with staff meetings and supportive messages.
Therefore, contemporary trends of globalization and advancing corporate roles make HR management engage in new activities connected with cultural issues, foreign policy, and strategic planning. New challenges in the environment and society compel contemporary human resources staff to look for more effective solutions and adopt new approaches. Still, a fresh vision of the problem, timely action, and proactive strategic steps can make a difference.
Reference
Nurbhai, Y. (2014). What if we traded employees like football players? [Video]. TED Conferences. Web.