Discussing the roles of leaders in the field of HR.
The roles and responsibilities of the “personnel” department have made a dramatic change in the area of globalization, technology, diversity, e-business and ethics. New trends in theses areas of human resources management will be embarked upon within the context of this paper. Human resource management is the most essential element for establishing the success of any organization (p. 6). Companies that have a well developed Human resource Management system are considerably the most productive companies in the business world (Noe, et al. 2004). Diversification are the direct results of placing a group of people together to make qualified decisions affecting matters of genuine interest that a group of individuals will respect no matter how smart or well informed an individual may be (Dorsey, T. 2005).
Many concerns may arise around the area of ethics in the field of human resource management. Traditionally, managers and Economist will view Human resources as a resource tool as opposed to a value to the organization (p. 7). Economic value is typically associated with capital relating to technology, facilities, and equipments. HRM has added vast amounts of value to the organization. Now, decisions made as a response to which to hire, what training will be required, what the pay will be, and how to evaluate performance reviews affects employee motivation and performance on how well they deliver goods and services will add value to the customer. Human capital implies that human resources have a tremendous potential (p.8). An organization can easily recognize this potential by the components of his Human Resources management system. Effective management are the fundamental of a high performance work system therefore, technology, workforce, organizational structure all work together for the good of the whole environment (p. 9).
Some generally accepted standards in ethics include the continuous effort for the human resources management to maintain confidentiality in the work force. Ethical successful companies act according to the four principals (p. 23). First, in regard to customers, clients and vendors ethical and successful companies adhere to mutual benefits. Second, employees must accept responsibility of the organization. Third, companies have a sense of vision or purpose that the employee values its worth to the company (p. 23). Employer decisions should result in the greater good for all areas concerned.
Various kinds of people and situations shape the nature of human resource management today (p.36). These trends are shaping HRM in a beneficial way. Oftentimes growth is dependent on use within a global scale (p. 36.) More employers are beginning to hire immigrants for outsourcing needs. A current trend for human resources practitioners can be summed up as to connect programs to international business, or lose out on the competitor's market (Singh, S. 2005). U.S. companies have readily made the decision to recognize the diversity of its internal workforce in attempts to maximize its competitive advantage. Where emerging and striving markets exists, companies identify attention to human capital more so than declining ones, leading to larger investments with driving business success (2005). Therefore, the process begins to initiate training and begin an extensive recruiting process. These will result in a competitive workforce advantage.” Managing diversity is critical for companies that compete in international markets” (2004).
Technological changes in HRM have made a major difference in the use of information for the management purpose of the organization. Large quantities of data is stored on personal computer and manipulated by means of spreadsheets or statistical software (p. 53). Oftentimes, these features are used to acquire and distribute information to another party for deceptive purposes. An HRIS is used to acquire, store, or retrieve information to an area of human resources (p.53). The support of the HRIS will assist in HR to navigate the challenges of a challenging business world.
“For well over a year the new economy has been experiencing a severe shakeout” ( Turner, J. and Song, L. 2002). E-businesses are a direct result of lost and failing business, and continue to be a poorly misunderstood phenomenon. In spite of the visibility, pervasions, impact e-business can readily be defined (Fahey, et al, 2001). The new business has revolutionized operations of business that has integrated well with internal knowledge initiatives. In short, the tern e-business allows an organization to connect electronically , in many ways. It allows an organization to execute by means of electronic transactions.
In summary, HRM provides the effective solid foundation for any organization. No longer considered as a clerical position, human resources have evolved into the “backbone” of any organization's sector. Human resources provide services to the organization, the customer, the employees and the community.
