21st Century HRM

Introduction

The Essay consist in studying the need for new approach to the management of people in order to reflect the way in which organizations are evolving at the start of the 21st century.

To proceed I will first introduce the debate concerning organization evolution and the need for new approaches to manage people. Then I will carry out an review of new methods to managing people in the organisation context, as well as people management philosophy and practices which concentrate on the way in which organisation overall approach of people contribute to the effectiveness.

I will conclude with the controversy between the Modernist and Post-Modernist paradigms in regard to management science and empirical research. A fundamental belief in Modernism is that all problems can be solved rationally by the application of scientific and social theory, and thus justify management theories that aim to explain human behaviour. Post-Modernists argue that it is impossible to derive a universal truth, and therefore empirical studies do not reflect the reality within organisations.

Main Body

Companies change their structures in response to the need to follow their customers overseas, for instance. Therefore, to better understand the Human Resource’s role in organisation today, it’s necessary to understand first how companies themselves are changing and the trend that are causing these change to occur. Perhaps the most important, organisations today are under intense pressure to be better, faster, and more competitive. The combined effects of the globalisation, the dematerialisation of economic activity, the acceleration of technological and social change, and the emergence of new trends toward a service society and the information age.
The trends that have dramatically increased the degree of competition are virtually all industries, while