...Challenges of Human Resource Management in Borderless world AUTHORS Parag A. Narkhede Lecturer Dr. Seema P. Joshi Reader & Head Department of Management Studies North Maharashtra University, Jalgaon (MS) India Office: P.O. Box No. 80, Umavinagar, Jalgaon 425001 Tel: 0257-2258415 (Direct), 0257-2258428 to 38 ext- 461,462 Fax: 0257-2239345, 2258403 Mobile: 09422778876, 9890002496 E-mail - paragnarkhede@yahoo.com, manonya_jal@dataone.in Challenges of Human Resource Management in Borderless world Abstract The responsibilities of HR manager have gradually become broader and more strategic since the organisation realised the importance of HR. The Globalisation put together the world as a Global village. The concept of global village resulted in exchange of cultures across the globe as a single country, producing the components in one country, assembling the products in second country, market the product in the third country, the banks in the fourth country to finance the operations, insurance companies in the fifth country to provide insurance facilities, all the countries provide human resources and so on so forth. Thus, the global businesses employ the people from various countries and manage the people of multi-cultures and multi-skills. Issues coming on the radar of an HR Manager today are diverse; from micro level issues where an individual employee needs hand holding to the macro issues pertaining to a global workforce and virtual teams. HR managers are expected...
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...Resource Management Challenges The rapidly transforming business landscape means that there are currently many human resource management challenges which will continue to evolve for years to come. Tom Marsden, Director of Professional Services at Alexander Mann Solutions says that HR departments really need to be adding real business value to their organizations. "Although the restrictions of the recession aren't over yet, companies are recognizing that in 2010, they will need to take steps to retain their workforce. This could be through an increased emphasis on training and engagement programs or by investing in areas that will optimize expenditure, such as integrated technology systems or improved candidate attraction schemes. The signs are that HR departments are preparing to maximize their resources and staff as organizations look to grow." The Evolution of HR Professionals Coach. Counselor. Employee advocate. Business strategist. As the business world changes, so does the role of HR professionals. Since human resources is a business-driven function, effectiveness depends on a thorough understanding of the strategic corporate direction, as well as the ability to influence key policies and decisions. In addition, human resource management challenges must be defined and solutions determined in order to succeed. Click Here to Find Out More About Earning a Master Certificate In Human Resource Management Today's Top 10 Human Resource Management Challenges Due to the fluctuating...
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...Aerospace MBA November 28th, 2014 Mona Chaibi-Darouez Karima Guetarni Younes Djerrari Mona Chaibi-Darouez Karima Guetarni Younes Djerrari HRM Challenge France working environment HRM Challenge France working environment Lecturer: C BARZANTNI; R KASE; A ALEXANDROU Lecturer: C BARZANTNI; R KASE; A ALEXANDROU Contents Introduction 2 What are the HRM problems you identify 3 a) in the overall professional environment today 3 b) In this company in particular? 4 What will be, according to your perception and experience, the challenges for the future of HRM? 6 a) In general 6 b) In our company 7 Solutions to meet these HRM Challenges 10 a) Improving Performance Management 10 b) Employee Empowerment 11 c) Vocational Training 12 d) Postgraduate program design and updates 13 Conclusion 14 Executive Summary HRM is a key pillar of organization’s strategy aimed to improve overall performance and enhance work conditions. Nowadays and specially after the economic crisis, HR managers are facing several problems affecting the companies performance and thus their competitivity. In our study, we identify that the main problems are: Hiring the right persons, retaining performing employees, manage performance, monitor turnover and the lack of communication. The second part is about raising HR managers’ challenges. Among them, enhancing employee engagement, reduce absenteeism, managing talents, enhance branding, avoid brain drain and improve collaboration...
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...1 ENGAGING THE CHALLENGES OF HUMAN RESOURCE MANAGEMENT IN PUBLIC ORGANISATIONS IN NIGERIA By Prof. Fab Obeta Onah Professor of Public Administration and Local Government University of Nigeria Introduction The increasing importance of people as the primary sustainable source of competitive advantage makes it even more important that dedicated resources and thinking time are applied to the strategies through which people are developed and managed. - CIPD, 2001 I remain honoured, and humbled by this opportunity given to me to share my experiences with distinguished personalities here present. I thank God for making this lecture possible and even thank Him more for making it possible for all of us to be present here today. Issues in human resource management concern all of us if we remember that at one time or the other we are challenged to take a second look at the responses, attitudes, interests, competencies, etc of people associated with us. Sometimes, we are also required to be in control of other people whose behaviour is always intangible, unpredictable and subjective. The world in which human resource managers exist and in which they interact, is continually changing, generating new issues and conundrums to consider. While in most cases, managers have a fair degree of choice about how to deal with new ideas and new sets of circumstances, the choices themselves are often difficult. Attempt is made in this lecture to clearly define and contextualize Human Resource (HR) Management...
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...Roles and Responsibilities of HRM and Trends and Challenge of HRM Human resource management (HRM) is most important for every organization. Now it is said that HRM is the backbone of an organization. Human resource managers are well positioned to play an instrumental role in helping their organization achieve its goals of becoming a socially and environmentally responsible firm-one which reduces its negative and enhances its positive impacts on society and the environment. A company’s workforce is the lifeblood of organizations and they represent one of its most potent and valuable resources. Consequently, the extent to which a workforce is managed is a critical element in enhancing internal effectiveness and improving the organization’s competitiveness. Human Resource (HR) practitioners play an increasingly vital role in maximizing the efficiency of the organization’s human resources since HR practices support employee behavior that is critical for accomplishing key organizational processes, thus advancing organizational success. It becomes evident that individuals performing in those HR roles need to be equipped with distinct capabilities that support the expectations, challenges and requirements of their roles and responsibilities Organizations are now looking to the HR function to go beyond the delivery of cost effective administrative services and provide expertise on how to leverage human. The competitive forces that organizations face today create a new mandate for...
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...Challenge of embedding Sustainability in Organizations: The role of HRM and Leadership INTRODUCTION In the last decade, the importance of sustainability in any part of business in any industry has increased. Sustainability needs to move from being an add-on to a way of life at the firm such that companies can balance their social, financial and environmental risks and obligations. While companies have begun identifying the need to ingrain sustainability into the organisation, most business leaders still do not have a clear idea on how to go about doing so. THE CULTURE OF SUSTAINABILITY When talking about sustainability in business we mean managing the ‘triple bottom line’ such that decision making takes into account not only profits but also people and the planet along with social and environmental risks and obligations. In this sense, corporate reporting takes into account the environmental and social impact of the firms operations. But a culture of sustainability is more than just the corporate report and the face value of the initiative. It is one in which all the members of the organization share the spirit and the passion for the cause of balancing profitability with environmental accountability and social well being. Such a culture constantly strives to improve the lives of stakeholders while successfully carrying out its operations over the long term. WHAT DIFFERENTIATES SUSTAINABILITY FROM OTHER INITIATIVES? Most organizational change initiatives are largely...
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...Resources Challenges: In Relation to Terrorism & Migration Date of Submission 4th of November, 2015 Human Resources Challenges: In Relation to Terrorism & Migration In general, human resources management (HRM) is concerned with the personnel dimensions of an organization. There is a set of functions each Human Resources Management department must perform, in order to achieve its objectives. However, the most frequent human resources functions that any typical organization could have are; job analysis and job design, recruitment and selection of employees, employees’ training and development, performance management, compensation and benefits, labor relations, and finally managerial relations. These seven human resource areas and their associated functions contribute to the most common objectives of an adequate quantity of competent employees with high skills, abilities and knowledge that are requisite for satisfying the goals of an organization. HRM is facing a lot of issues due to the instable economy as well as local and international progresses that are occurring rapidly. In the Survey of Global HR Challenges: Yesterday, Today and Tomorrow, several challenges for HRM were revealed. This survey concluded that "despite national and regional differences, there was remarkable unanimity” and unveiled the following HRM challenges among others: change management, leadership development and organizational effectiveness. In addition to these global challenges, HRM...
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...CHAPTER 1 The Role of Human Resources What Is HRM? Human resource management is the process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. The Role of HRM There are seven main responsibilities of HRM managers: staffing, setting policies, compensation and benefits, retention, training, employment laws, and worker protection. In addition to being concerned with the seven internal aspects, HRM managers must keep up to date with changes in the external environment that may impact their employees. The trends toward flexible schedules and telecommuting are examples of external aspects. To effectively understand how the external forces might affect human resources, it is important for the HR manager to read the HR literature, attend conferences, and utilize other ways to stay up to date with new laws, trends, and policies. SKILLS NEEDED FOR HRM Ethics is perhaps one of the most important aspects to being a great HR professional. There are a number of skills crucial to human resource management. First, being able to organize and multitask is necessary. In this job, files must be managed, and an HR manager is constantly working in different areas of the business. Communication skills are necessary in HRM as well. The ability to present good and bad news, work with a variety of personalities, and coach employees is important in HRM. Specific job skills, such as computer skills...
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...Reuter has various challenges in which they must consider when managing IHRM functions. Reuter aims to standardise its HRM organisation as part of their change process. Implementing these changes can cause challenges that Reuter must face. These challenges can include: • The budget Reuter must attain to support the change of standardisation and the time constraints. • Centralised Policy • Must understand which of their HRM service centre should be globalized or localised. • How off-shoring impacts staffing. According to Reuter’s case study during regionalisation of HRM and the organisation, Reuter should consider the cost efficiencies when globalisation is desired. It is important that the organisation has the costs to support the change as it would be tedious if the change cannot be conducted halfway (Reference). Reuter’s IHRM would therefore be prone to risk if it does not have a budget as business transformation is requires fundamental changes in parts of the organisation to ensure competitive advantage exist. Furthermore, it is a timely process and can take over years to ideal hence with no budget will cause a challenge for Reuter. Reuter currently has 17,000 employees with 5% being expatriates. With 200 sites available, it is likely that Reuter may need to recruit more employees to centralize the operations for each sites, this can mean teaching current employees new skills, knowledge transfers and sharing. Reuter plans to off-shore transactional centres to lower cost...
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...understanding of the relationship between human resource management (HRM) and organizational effectiveness (OE) has evolved during the past three decades and to provide examples how firms are using HRM to improve their OE today by addressing several challenges that result from a broader stakeholder model. Design/methodology/approach – This paper reviews the past and current work on the relationship between HRM and OE. Findings – This findings indicate that the relationship between HRM and OE is very different when comparing the past with the current work on the relationship between HRM and OE. A major reason for this is the current work on OE uses the multiple stakeholder model that accounts for many more stakeholders than the past work. Practical implications – Human resource (HR) professionals have the opportunity to demonstrate many ways by which HRM can influence OE, and not just solely on the basis of firm profitability. Thus the use of the multiple stakeholder model today offers the HR professional and the HR profession many more opportunities to demonstrate their importance and impact. Originality/value – A systematic review and comparison of the past and current relationship between HRM and OE using the multiple stakeholder model have not been using both the viewpoints of both academics and practitioners. Keywords Human resource management, Organizational effectiveness, Multiple stakeholders Paper type General review HRM and OE...
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...of HRM Novelette Anglin University of Phoenix November 28, 2010 The Transitioning Role of HRM Changes in each individual and organization world becomes a need doing business differently whether from a smaller to larger firm, one position to the next, or just a general big change for many reasons. The transition structure and role of HRM can be a bit costly and reorganization for transition can bring negative and positive factors. In this paper the transitioning role of HRM will discuss and line out the factors that changed the primary role of HRM from that of functional operation to that of strategic partner, the way technology affect HRM, and how HRIS influence organizational culture and change. Factors that change the primary role of HRM from the functional aspect of operation to a strategic partner are the opportunities gaining a momentum as one of the best asset in an organization. As HRM is adopted in the strategic partner relationship the prospect defines a long-term relationship, and objectives well achieve in common aspect and with partners of the organization. The activities in the HRM strategic partnership is an intention to ensure the financial aspect of the organization. According to the strategic human resources website, the website stated that,” Partners do not hinder one another. They support each other to achieve common objectives. This includes business objectives.” Meaning that HRM role...
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...Human Resource Management Interview Everyone that has a job that has at least one or two challenges a day, but in the human resource department I am sure that they deal with more than two issues on a daily basis. Their job as well as our jobs has some form of difficulty in it. For example the HRM job may be difficult mentally and other jobs may be difficult physically as well as mentally. Human resource management is the term used to refer to the philosophy, policies, procedures, and practices related to the management of people within an organization. After interviewing an employer and reading the information from the text book pertaining Human Resource Management they were quite similar. HRM is a job that requires much detail and responsibility. The interview that took place was quite interesting this lady has a lot of responsibilities that she has to administer to everyday. According to the interview that was taken place with Angela her description of an HRM is having the responsibility for designing and administering company policies, procedures, and processes which may include some or all of the following functional areas: employee relations, training and development, benefits administration, employee orientation, safety, leave of absence and reporting. All these require new approaches to influence continual improvement in departmental efficiency and services performed. HRM assures services provided are consistent with customer and employee satisfaction objectives....
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...Resources Management It used to be that human resource was only thought of as the department who hires employees and safe keeps the clerical part of the organization. Human Resource is much more involved in the entire structure of the organization then just the clerical part of it. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The HRM department is responsible for three major areas including staffing, employee compensation and benefits and defining and designing work. HRM works for the benefit of the organization through managing its greatest business asset which is the employees. The task of managing employees of an organization brings many challenges, how HRM must remain focused on recruiting, retaining and engaging their organizations leaders and workforce to be successful. Several new trends are affecting how HRM make their hiring decisions. Two recent trends important to HRM leaders are leadership compensation/competencies and workforce engagement. In the setting of limited resources and new government mandates, healthcare is moving toward value-based care. HRM is now challenged to adjust executive compensation to keep in step with the industry change. In a population health model, physicians receive a value-based reimbursement to care rather than a fee for services. The physicians’ performance needs to be continually monitored in order to accurately compensate them across...
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...HRM FOR CUSTOMERS: HOW TO MANAGE CUSTOMER INVOLVEMENT FOR MAXIMUM INNOVATIVE CAPABILITY 1JM06 – Essay N.F.J. Hubbers 0752194 Eindhoven University of Technology June 4, 2012 Abstract The role of the customer is changing. Nowadays customers demand an even more sophisticated role in the production process. Organizations can benefit from this change in role by using user knowledge in the innovation process. However this change in role has influence on both the existing HRM activities directed at the employees as well on new HRM activities directed at the customers. This research shows most important changes within the HRM functions: Reqruitement, Performance appraisal and rewarding. Key words: Lead user involvement, HRM, customer employee interaction 1JM06 – N.F.J. Hubbers – HRM FOR CUSTOMERS Introduction Within the technical innovation environment we see an up march of the involvement of the so called lead users, which are users of a product or service that currently experience needs still unknown to the public and who also benefit greatly if they obtain a solution to these needs (Von Hippel 1986). New perspectives within organizations have emerged over the past decades focusing on the co-creation of value as more leading companies acknowledge the potential benefits from attracting important stock holders (such as lead users) into the innovation process. Since this involvement results in mutual influence on both the employees within the organization as well on these...
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...management (HRM) consists of all practices or activities undertaken by a business organization to ensure that workers are fully utilized in order to attain personal, group and organizational goals. This essay evaluates a case study in which the human resource department of SK Holdings, South Korean company, has been recruiting more men than women, a practice that is common throughout the country. This essay finds that the HRM practices in this company do not align with the company’s business strategy, especially during the process of implementation of new technology. The essay further discusses how the hiring of more women would improve the competitive advantage of this company. A recruitment and retention plan for this company targeting women employees is also included. Potential obstacles that the company is likely to face during the process of recruiting more women are examined. Finally, the essay recommends some of the HRM practices that this company could adopt in order to the visibility of women employees. 1. How the HRM practices align with the company’s business strategy According to Lorber (2005), the HRM practical model represents effective solutions for issues related to gender inequality in organizations. The model values all people, irrespective of gender, in pursuit of goals within an organization. It stresses the role played by every individual within a given organization and presents equal opportunities for all. Thus, the diversity promoted by HRM model in...
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