Human Resource Management: Dynamic Function

Human Resource Management: Dynamic Function

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Ever Changing Environment The work environment in every company all over the world is changing at an accelerated pace. HRM has to keep pace with these changes. HRM: Implications of Factors of Change In the enhanced role of HRM, it has to understand the implications of:

  • Technological advancements

  • Impact of globalization

  • Decentralized offices and units

  • New competencies and skills

  • Emergence of knowledge worker

  • Diverse workforce management: multi-cultures

  • Participative management

  • Need for business focus on external environment: customers, stake holders, supply chain etc

  • Continuous improvement management interventions

Resultant Changes in HRM Practices

  • Aligning HR function with the organization's vision, mission, values and business objectives

  • Designing innovative organization structures

  • Innovative recruitment management

  • Productivity enhancement of people

  • Continuous training in evolving competencies and skills

  • Talent retention management

  • Management of multi-cultural, multi-lingual workforce

  • Management of interface of global and local HR practices of the organization

  • Management of employee involvement/participation initiatives

  • Prepare human resource capable of meeting external environmental requirements

HRM Managers Should Function Like Business Managers

  • HRM managers are no more like internal consultants or only staff people, they have to work like any other business manager just as sales managers, marketing managers or finance managers etc do. They should start acting like line managers.

  • HRM departments are no more the cost centers. They are also profit centers of an organization.

  • HRM executives should learn to become business and commerce savvy.

  • HRM managers should also develop an external environment orientation in addition to being internally oriented.