Emerging Trends in Global HRM

Human resource management is changing, and people realize that traditional methods of managing the workforce are no longer working. This has resulted in coming up with new and inventive ways of managing human resources to achieve results.

Organization structure in global HRM

Traditionally, the organization was organized in a hierarchy with structures like top management, middle management, supervisors and subordinate staff. This form of organizational structure is now changing. Instead of creating a hierarchy, the focus is now based on creating networks; this will ensure that all people will feel that they are working as a team. Networks do not classify people according to ranks but according to teams.

People who work together in organizations need a defined system or structure through which they relate to each other and through which there can be a coordination of their efforts. The defined relationships among the elements of an organization, namely people, tasks, structure, and information and control processes - that characterize all organizations is referred to as organizational structure. Mechanistic structures are appropriate for static environments and organic structures for dynamic environments. Formal organization refers to the intentional structure of roles in a formally organized enterprise. Informal organization refers to any joint personal activity without conscious joint purpose, even though it contributes to joint results. There are two types of structures - tall and flat. A tall structure is characterized by a narrow span of control and a flat structure by a high span of control. The HR department consists of various jobs as a specialist, as a facilitator, as a change agent and as a controller. The key to growing beyond a manager's time, skill and knowledge limitations is delegation - the assignment of authority and responsibility to subordinates. Authority refers to the right to give orders and the power to exact obedience. Another aspect of delegation is accountability, which is the process wherein the subordinate is held liable for performing those tasks which have been delegated to him, with specific authority and responsibility. Formal relations are classified into line and staff relations. Conflicts can arise between the line and staff functions.

A good understanding of line and staff relationships helps in developing harmonious line-staff relationships. HRM is a staff function but a line responsibility. The HR department plays the role of specialist; a facilitator; a change agent; and a controller. The equations between the line and staff functions have been changing in recent times, keeping with the changing business and work environment.

Conclusion

Employees are human, not commodities and HR departments have to start seeing them differently,  with the current push towards strategies that engage employees, attract top talent, contribute to the bottom line this change is imperative. The HR dept. should create competitive advantage by building strong organizations, strong leaders, managers, strong teams, & employees. HR Dept. does this in a measurable way. ..

References

·         SAP Fieldglass (2017), The state of contingent workforce Management 2016- 2017 : Adapting to a new world ofWork

·         https://www.linkedin.com/pulse/15-current-trends-human-resource-management-rutaihwa-aristides-andrew

·         Picture credit : radiantskies

            

.