HRM in a Changing Environment: The Challenges Essay

Todays organizations be facing ch anyenges upon followers levelsi. Environmental Challengesii. Organizational Challengesiii. Individual Challengesi. Environmental ChallengesEnvironmental challenges refer to forces external to the firm that ar for the intimately part beyond managements control that influence organizational performance. They include fast variety, the meshing revolution, workforce diversity, globalization, legislation, evolving work and family roles, and skill shortages and the rise of the service welkin.Six important environmental challenges today atomic number 18a) rapid change,b) wrench force diversity,c) Globalization,d) Legislation,e) engine roomf) Evolving work and family roles,g) Skill shortages and the rise of the service sectora) Rapid ChangeMany organizations hardiness a volatile environment in which change is nearly constant. If they atomic number 18 to survive and prosper, they need to adapt to change quickly and effectively. Human resources are almost always at the heart of an effective retort system. Here are a few examples of how HR policies sack help or hinder a firm grappling with external changeb) Work Force Diversity. completely these trends present both a significant challenge and a real opportunity for managers. Firms that formulate and employ HR strategies that capitalize on employee diversity are more likely to survive and prosper.c) Globalization.One of the most dramatic challenges facing as they enter the twenty-first century is how to compete a crystalisest foreign firms, both domestically and abroad. Many companies are already being compelled to think globally, something that doesnt come easily to firms long accustom to doing business in a too large and expanding domestic market with minimal foreign competition.Weak response to international competition may be resulting in upwards layoffs in every year. Human resources can play a critical role in a businesss ability to compete head-to-head with fore ign producers. The implications of a global economy on clement resource management are many. Here are a few examples Worldwide company cultureSome firms try to conk discover a global company identity to smooth everywhere cultural differences between domestic employees and those in international operations. Minimizing these differences increases cooperation and can mother a strong impact on the bottom line. For instance, the head of human resources at the European division of Colgate Palmolive notes, We try to build a common corporate culture. We want them all to be Colgaters.Global alliancesSome firms actively engage in international alliances with foreign firms or explicate companies overseas to take advantage of global markets. Making such alliances work requires a highly handy and devoted staff. For instance, Phillips (a Netherlands lighting and electronics firm) became the largest lighting manufacturer in the world by establishing a joint conjecture with AT&T and making several key acquisitions. These illustrations show how firms can use HR strategies to gain a worldwide hawkish advantage.d) LegislationMuch of the growth in the HR function over the past three decades may be attributed to its crucial role in keeping the company out of trouble with the law. Most firms are deeply concerned with potential liability resulting from personnel decisions that may mar laws enacted by the state legislatures, and/or local organizations. These laws are constantly interpreted in thousands of cases brought before government agencies, federal courts, state courts, and t Supreme Court.How successfully a firm manages its human resources depends to a large extent on its ability to portion effectively with government regulations. Operating within the legal role model requires keeping track of the external legal environment and developing internal systems (for example, supervisory training and unrighteousness procedures) to ensure compliance and minimize complaint s. Many firms are now developing formal policies on sexual harassment and establishing internal administrative channels to deal with alleged incidents before employees feel the need to file a lawsuit.Legislation often has a differential impact on public- and private sector organizations. (Public sector is another term for governmental agencies private sector refers to all other types of organizations.) Some legislation applies yet to public-sector organizations. For instance, affirmative action requirements are typically limited to public organizations and to organizations that do contract work for them. However, a good deal legislation applies to both public- and private sector organizations. In fact, its difficult to think of any HR practices that are not influenced by government regulations. e) TechnologyThe world has never before seen such rapid technological changes as are presently occurring in the computer and telecommunications industries. One estimate is that technologi cal change is occurring so rapidly that individuals may have to change their entire skills three or four times in their career. The advances being made, affect every area of a business including human resource management.f) Evolving Work and Family RolesThe proportion of dual-career families, in which both wife and husband (or both members of a couple) work, is increasing every year. Unfortunately, women face the double burden of working at home and on the job, devoting 42 hours per week on second-rate to the postal service and an additional 30 hours at home to children. This compares to 43 hours spent working in the office and only 12 hours at home for men. More and more companies are introducing family-friendly programs that give them a competitive advantage in the labor market. These programs are HR tactics that companies use to hire and retain the best-qualified employees, anthropoid or female, and they are very likely to payoff.For instance, among the well known organizatio ns / firms, half of all recruits are women, but only 5% of partners are women. Major talent is being wasted as many women throw away out after lengthy training because they have decided that the demanding 10- to 12-year partner track requires a totality sacrifice of family life. These firms have started to change their policies and are already seeing gains as a result. Different companies have recently begun offering child-care and eldercare referral services as well to facilitate women workers as well as are introducing alternative scheduling to allow employees some flexibility in their work hours. g) Skill Shortages and the Rise of the serve well Sector.Expansion of service-sector employment is linked to a number of factors, including changes in consumer tastes and preferences, legal and regulatory changes, advances in cognition and technology that have eliminated many manufacturing jobs, and changes in the way businesses are organized and managed. Service, technical, and mana gerial positions that require college degrees result make up half of all manufacturing and service jobs by 2000. Unfortunately, most available workers will be too unskilled to fill those jobs. Even now, many companies complain that the supply of skilled labor is lessen and that they must provide their employees with basic training to make up for the shortcomings of the public education system. To rectify these shortcomings, companies presently spend large amount year on a wide variety of training programs.HRM in changing environmentWith the evolution of the study of HRM, it is no more mere an academic discipline instead an important factor of organizational success in the practical field. Today HRM needs to sense, respond and deal with all the issues of the organization at different levels and prove its worth. HRM has to deal with all the challenges that organization faces and these are at the following levels Environmental Challenges (Seven)1. Rapid Change2. Work Force Diversit y3. Globalization4. Legislation5. Technology6. Evolving Work and Family Roles7. Skill Shortages and the Rise of the Service Sector Organizational Challenges (Four)1. Controlling Costs2. Improving case3. Creating Distinctive Capabilities4. Restructuring Individual Challenges1. Productivity2. Empowerment3. Brain Drain4. Ethics and Social Responsibility5. contemplate Insecurity6. Matching People and Organizations Research