Introduction
Human resources management (HRM) “is that branch of management that deals with managing one of the resources of the organization-human resources.” In most cases, it is referred to as personnel management. Nevertheless, the term “personnel management” is being substituted in most specialties by the term “human resource management” or “human resource development.” (HRM Advice, 2008) Almost every institute has a full-fledged human resource management department. The main aim of human resource management is to coach, build up and hold on to the human resources of the organization so that with the aid of these human resources, the organization is capable of attaining its goal. (Dorsey, 2005)
The main role of this paper is to describe the changing role of human resource management in response to trends in globalization, technology, diversity, e-business, and ethics. The international monetary fund (IMF) terms globalization as “the growing economic interdependence of countries worldwide through increasing volume and variety of cross-border transactions in goods and services, free international capital flows, and more rapid and widespread diffusion of technology” (Dorsey,2005). Many organizations are supporting that, in order for them to continue to exist, they ought to build up the international market, keep up with rivalry from abroad and set up workers for global coursework.
Fundamentals of Human Resource Management
The challenges facing the international human resource ideas are redoubtable, but so are the chances to formulate a disparity. The foundation stone for HR leadership in the international process is its aptitude for turning out to be a worldwide role replica. Organizations contending in the worldwide atmosphere are facing a huge number of innovative demands on their organizations and people. Human resources in an organization that operates in other countries ought to take into contemplation disparities in mores and business practices. Hiring at home may perhaps engross the selection of workers from other nations as well. Moreover, by hiring global personnel, organizations ought to be ready to send workers to other nations as well. This obliges HR knowledge in choosing and preparing workers for global coursework. (Morley et al., 2006, p.609)
Technology is also a changing role of human resource management that is said to have a major force on the use of information for managing human resources. Big loads of workers’ information can be stored and effortlessly regained on private computers. The wide varieties of information technology in human resources create vital donations to an organization. To be wholly effectual, the human resource personnel ought to be both an expert and a generalist in human resource management. This efficiency is drastically improved during the exploitation of information technology to progress and enlarge upon the lots of issues of human resource management. A foremost way that technology boosts human resources is the entrance to contenders, their milieus, and preceding work history. Before the start of this technology, a lot of information about the worker was not recognized by an organization until it was too late. (Currie&procter, 2001, p.55)
Main HR Roles and Responsibilities
Diversity is another changing role of human resource management that brings to each one of us force in innovative thoughts, innovative approaches, innovative experiences, and innovative contacts. It is said that a victorious association welcomes diversity. The disparity is the solution to alter and alter the solution to enhancement and growth. These two notions can be professed as intimidating, and there comes the change. If diversity is not embraced, we will be immovable in the past rather than being an element of the upcoming of our association. In the U.S, the Labor force defies managers to produce human resource management practices that guarantee a complete use of the abilities, expertise, and principles of all workers. Managers will have to make sure that a worker, as well as the human resource department, is gratis of partiality and value the familiarity that a sundry labor force conveys to an association. (Morley et al., 2006, p.611)
E-Business is not left behind in the changing of human resource management. E-Business may be defined broadly “as any business process that relies on an automated information system.” Today e-business is the technology that is all over operating. This technology allows corporations to connect to one another easily hence easing all the transactions carried out. E-business has the strength to alter all customary human resource management roles. This technology enables the HR to have little work in both looking for workers and training the employees online. (Noe et al., 2004)
Finally, Ethics the changing role of human resource management that is brought about when people’s deeds have an effect on one another, moral matters arise, and business verdicts are no exemption. Ethics “refers to the principles of right and wrong, and ethical behavior is behavior that is consistent with those principles.” From the perspective of ethical human resource management, HR administrators ought to make sure all the workers have fundamental rights. (Currie&procter, 2001, p.59)
Conclusion
Human resource management can prop up the objective of producing a high-performance labor scheme. The human resources help a lot in the associations to discover and keep the best people for the association. They also permit the associations to have workers with extensive expertise and strong inspiration. With the altering globe, human resource management ought to alter as well to give organizations all that is necessary for their growth.
References List
Currie, G, & Procter, S. (2001). Exploring the relationship between HR and middle managers. Human Resource Management Journal, 11(3), 53–69.
Dorsey, T. A. (2005). Diversity: A World of Difference. Web.
HRM Advice. (2008). Main HR Roles and Responsibilities. Web.
Morley, M, Gunnigle, P, O’Sullivan, M, & Collings, D. (2006). New directions in the roles and responsibilities of the HRM function. Personnel Review, 35 (6), 609 – 617.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2004). Fundamentals of Human Resource Management. New York: McGraw-Hill Irwin.