HRM in a Changing Environment: The Challenges Essay

like a shots organizations are facing ch aloneenges upon following levelsi. environmental Challengesii. organizational Challengesiii. private Challengesi. Environmental ChallengesEnvironmental challenges refer to forces external to the firm that are oversizely beyond managements control but influence organisational performance. They include rapid modification, the internet revolution, workforce transmutation, globalization, legislation, evolving work and family roles, and skill shortages and the erect of the armed service arena.Six authorized environmental challenges today area) rapid vary,b) Work force diversity,c) Globalization,d) canon,e) Technologyf) Evolving work and family roles,g) Skill shortages and the rise of the service sectora) Rapid ChangeMany organizations face a inconstant environment in which change is nearly constant. If they are to survive and prosper, they aim to adapt to change quickly and effectively. Human elections are almost invariably at th e heart of an effective response system. Here are a a couple of(prenominal) examples of how HR policies can help or hinder a firm grappling with external changeb) Work Force Diversity. solely these trends present both a significant challenge and a authentic opportunity for managers. Firms that formulate and implement HR strategies that capitalize on employee diversity are more likely to survive and prosper.c) Globalization.One of the most prominent challenges facing as they enter the twenty-first century is how to compete against unusual firms, both domestically and abroad. Many companies are already being compelled to hypothecate globally, virtuallything that doesnt come easily to firms long accustomed to doing business in a large and expanding domestic market with minimal foreign competition. worn down response to international competition may be resulting in upwards layoffs in every year. Human resources can play a decisive role in a businesss ability to compete head-to -head with foreign producers. The implications of a global economy on pitying resource management are many a(prenominal). Here are a few examples World gigantic company cultureSome firms try to develop a global company identity to smooth over cultural differences surrounded by domestic employees and those in international operations. Minimizing these differences increases cooperation and can thrust a strengthened 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 fate them all to be Colgaters.Global alliancesSome firms actively engage in international alliances with foreign firms or acquire companies overseas to take emolument of global markets. Making such alliances work requires a highly practised and devoted staff. For instance, Phillips (a Netherlands lighting and electronics firm) became the largest lighting manufacturer in the world by establishing a jo int venture with AT&T and making some(prenominal) key acquisitions. These illustrations show how firms can use HR strategies to gain a worldwide competitive expediency.d) commandMuch of the growth in the HR function over the past three decades may be attributed to its all-important(a) role in keeping the company out of trouble with the law. virtually firms are deeply concerned with potential liability resulting from personnel decisions that may violate laws enacted by the state legislatures, and/or local regimens. These laws are forever 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 call effectively with government regulations. operate within the effectual framework requires keeping track of the external legal environment and developing internal systems (for example, supervisory training and grievance proce dures) to run into compliance and minimize kvetchts. Many firms are now developing ballock 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 only 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 delicate 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 telecommu nications industries. One regard is that technological 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 workings at fundament and on the job, devoting 42 hours per week on norm to the office and an additional 30 hours at home to children. This compares to 43 hours pass 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 charter and retain the best-qualified employees, male or female, and they are very likely to payoff.For in stance, among the intumesce known organizations / firms, half of all recruits are women, but only 5% of partners are women. Major talent is being wasted as many women drop out after lengthy training because they have distinguishable that the demanding 10- to 12-year partner track requires a total 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 Service Sector. expansion of service-sector employment is linked to a number of factors, including changes in consumer tastes and preferences, legal and restrictive changes, advances in science and technology that have eliminated many manufacturing jobs, and changes in the steering businesses are organ ized and managed. Service, technical, and managerial positions that require college degrees exit 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 dwindling and that they must provide their employees with staple fiber 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 champaign of HRM, it is no more mere an academic discipline rather an important factor of organizational success in the practical field. Today HRM inevitably to sense, respond and deal with all the issues of the organization at different levels and cut its worth. HRM has to deal with all the challenges that organization faces and these are at the following levels Environ mental Challenges (Seven)1. Rapid Change2. Work Force Diversity3. Globalization4. Legislation5. Technology6. Evolving Work and Family Roles7. Skill Shortages and the Rise of the Service Sector Organizational Challenges (Four)1. Controlling Costs2. Improving Quality3. Creating Distinctive Capabilities4. Restructuring Individual Challenges1. productivity2. Empowerment3. Brain Drain4. Ethics and Social Responsibility5. vocation Insecurity6. Matching People and Organizations Research