The role of today's human resources management (HRM) manager is vastly different from yesterday's HRM manager. Dramatic changes are seen in private and public sectors and the changes affect the role of HRM manager. Trends like globalization, technology, e-business, and ethics have changed the role in HRM manager. The HRM manager plays a greater role than just being the compliance, benefits, and compensation manager. Today's organizations involve the HRM manager as an integral part of the organizations strategic planning team in an effort to meet the organizations strategic objectives. The HRM manager is an integral part of shaping and directing the organization in which the organization desires to go, needs to go, and determines the required skills to arrive there. Managers need to understand cultural differences and adjust their styles, communications, and rewards to fit within each culture (Thomas, 2009). A key component of the direction for organizations is the potential for globalization.
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Globalization is taking an organization's business model and applying the model geographically with changes in an effort to maximize profits for the organization. HRM manager's must focus not only on how to position strategically the organization globally to succeed in meeting the needs and wants of local customers, but also how to meet the needs and wants without infringing on government regulations. The agility to meet the needs and wants successfully can mean the difference between financial ruin and success for organizations. Research reflects business managers, including HRM managers from both cultures, needs to be present from the beginning. The latter key individuals maintain the focus for the organization both locally and globally in respect to the organizations financial, human, and informational assets (Churchwell, 2003). Trends reflect in research that key global countries are the United States, Europe, and Japan. However, smaller countries are entering the market. The difference between the smaller countries and larger countries are the abilities to support themselves in the changing trends. The largest trend to change the market for the countries is the information technology market.
Information technology as related to HRM focuses on access to the skills set and competencies of employees across regions and nations. HRM managers must focus on finding the best suited personnel, potential hires, to resolve staff shortages and move resources to maximize the organization's viability. As organization's move HRM managers into strategic planning roles, research reflects that many firms found benefits in the redefined roles; HRM managers can improve the organizations quality management, worker efficiency, and improve productivity, translating to higher profits. Information technology's role replaces single solution systems moving toward an enhanced user-centric system. Technology allows today's workforce to be automated, speeding up workflow, decreasing redundancy. Technology helps people connect within work environments and fuels the potential for increased productivity and creativity (Fox, 2009). Today's HRM manager must be careful that the organization's technological advancement does not meet with resistance of cultural norms in the country of global expansion. An analysis of the organization's workforce allows the organization to be more proactive by not only meeting customer's needs and wants quickly, but allows the organization to change rapidly by meeting the needs of the staff to retain or recruit a successful workforce. The information gleaned by the HRM manager plays a key role in organization's diversity issues.
A key ingredient is for an organization to think and act globally by intelligent use of information technology; organizations must not overlook the use of diversity. Organizations must have a thorough understanding of the culture that the organization is conducting business in the effort to succeed financially. HRM managers must continually review the organizations workforce expectations and qualifications to maintain workforce employment. A key part of the firm's strategic plan must address diversity as a priority (Singh, 2005). To succeed, the organization's leadership must consider the importance of recruiting and retaining a competent workforce. Research reflects the importance that the image of the organization represents to the public be a diverse workplace.
As organization's focus on a diverse workplace HRM managers must address the growing trend of the aging workforce and e-business (Goodrich, 2007). As organizations compete to be competitive in global business the aging workforce can cause an organization to lag in e-business. E-business is an important function of the HRM manager's role as a strategic planner, e-business helps the manager collect vital information, measures on performance, automate administrative tasks, and refine the distribution of tasks across departments and divisions. The biggest challenge is for HRM managers to incorporate e-business strategies into the workplace environment in which the workforce may be an aging workforce. Research reflects that an aging workforce is potentially less flexible in adapting to new technology, which enhances workers skills and abilities. Research reflects that a younger, more skilled workforce more easily adapts to change in technology embracing technological changes that an organization takes to streamline processes and procedures. The HRM manager plays an important role by embracing the aging and diverse workforce
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The most prominent but silent role the HRM manager will play is the role of ethics officer. As organization's experience an aging workforce, coupled with diversity and globalization, HRM officers must be vigilant in disseminating and addressing the organizations' ethical policies and procedures. The HRM manager must develop a program that displays a balance between compliance and values, integrating performance appraisal, training, and disciplinary processes into the organization's culture. HRM managers must consider when selecting or developing corporate ethic policies is for employees to view the policies as fair, otherwise the employees will reject the policy. Organizations must uniformly enforce ethical policies and procedures. Fairness by management depends on the success of employee ethical behavior within the organization.
The role of the HRM manager has changed from compliance, benefits, and compensation position to one of strategic planner in conjunction with the leadership of the organization. The primary focus of growing trends that HRM managers must tackle is globalization. The HRM manager must focus on how to position strategically the organization globally to succeed in meeting the needs and wants of local customers by not infringing on government regulations. An organization's HRM manager must access data concerning team activities, department, and division anywhere worldwide, to make business decisions in a timely and cost-effective manner. The HRM manager must continually review the organization's employee expectations and qualifications to maintain employment. E-business is important for the HRM manager to collect information on performance, automating administrative tasks. The HRM manager is a change agent for selecting and developing programs to address compliance and values. The role of the HRM manager is critical to the viability and success of organizations.