People and Organizations: Principles and Practices of HRM in Global Contexts | Research Academic Analysis
People and Organizations: Principles and Practices of HRM in Global Contexts
When discussing human development, we find two terms ‘Personal
development’ and Human Resource Management. There is a huge difference between
these two developments. Personal development is based on the concept of
competition in the world. As the world is developing very fast, it needs a more
developed and trained person to run the organizations and those who are not
trained for the new technology or world will be replaced. That’s why people
develop their selves independently to stay in the race. On the other side,
Human Resource Development is about the organizational struggles to develop
the employees instead of replacing them. According to Thammitage, “HRM has
a broader scope with the win-win situation”
Whenever organizations need development in employees they
train them according to their requirements. Therefore, HRM is the process of
managing the ‘humans’, the most valuable resource of the organization. So, all the
actions of the management to train or develop the employees, considering them
as a member of the organization will be taken as HRM practice.
HR Practice Functions:
The four functions of HR were proposed by Torrington et al in 2008. These are the functions HR management should perform to manage HR.
- Staffing objectives: Firstly, this function of HRM is related to focusing on hiring the right people for the right job at the right time. This means, developing the most appropriate staffing objectives for the organization.
- Performance objectives: Secondly, to develop the set the standards of work to help and find the pros and cons of the team's abilities for meeting required performance. For example, they should plan the rewards, and developments for employees to help them to be effective for the organization.
- Change management objectives: This is based on the concept of giving importance to the employees. Management should reset their objectives related to their employees. For example, to value their opinion in decision-making, to discuss issues with them, and to build a good relationship with them.
- Administration objectives: This includes the different types of data and records maintenance for employees. For example, the records related to the joining, performance, salaries, leave, sickness, and attendance of the employees. Because this helps the management to decide about the employee's future training requirements (Olowookere & Sang, 2016).
The Impact of the Technology on HRM in a Global Context:
Globally, HRM is facing many challenges that are
becoming hurdles between good HRM practices. For example, the global talent
environment, technology, privacy issues, global economy, communication
skills, etc. There are some important challenges, HRM is facing due to
technology. Like global technology, global communication through new
mediums, data collection, privacy regulations, etc. Identity theft, privacy
notification, and hacking are serious dangers for the management while maintaining
their records on the internet and computer. All the HR managers are working for
the betterment of their IT system to keep their data secure from these types
of risks and unnecessary damages. Unfortunately, these actions are also
becoming a challenge to maintain a budget for these activities, because these
causes a huge amount of expenses to acquire new technology system and train
employees
References
Machado, C., & Davim, J. P. (2014). Human
Resource Management and Technological Challenges. (Machado, C. Feliciana,
& J. P. Davim, Eds.) Averio: 978-3-319-02617-6.
doi:10.1007/978-3-319-02618-3
Olowookere, K., & Sang, K. (2016). The Human
Resource Manageme2016nt Functions. In N. Arshed, J. McFarlane, & R.
MacIntosh, Enterprise and it's Business Environment (pp. 117-120).
London, UK: Goodfellow Publishers Ltd. Retrieved 2019, from
https://www.goodfellowpublishers.com/free_files/Chapter%207-1866f0f9a618eac24009b731ca8b99a6.pdf
Thammitage, D. (2017, November 17). Personal
Management VS HR Management. Retrieved from MBA - LondonMet University:
http://dimuthulmet.blogspot.com/2017/12/personnel-management-vs-hr-management.html
Comments
Post a Comment