FUTURE OF HRM ; INFLUENCING FACTORS,

1, SIZE OF WORKFORCE ; CORPORATE HAVE GROWTH IN SIZE CONSIDERABLY IN RECENT YEARS THANKS TO GLOBAL COMPETITION ALL FIELD, THE SIZE OF THE WORK FACE CONSEQUENTLY, HAS INCREASED THROWING UP ADDITIONAL CHALLENGES BEFORE, HR MANAGERS IN THE FORM ADDITIONAL DEMANDS FOR BETTER PAY BENEFITS AND WORKING CONDITION FROM VARIOUS SECTION OF THE WORKFORCE CONSTANTLY.

 2, COMPOSITION OF WORKFORCE ; THE WORKFORCE COMPOSITION IS ALMOST CHANGING OVER THE YEAR, THE RISING PERCENTAGE OF WOMEN AND MINORITIES IN THE WORKFORCE IS GOING TO ALTER WORKPLACE EQUATION DRAMATICALLY, DEMANDS FOR EQUAL PAY FOR EQUAL WORK, PUTTING AN END TO GENDER INEQUALITY AND BIAS IN CERTAIN OCCUPATIONS THE BREAKING DOWN OF GLASS CLING HAVE ALREADY BEEN MET, CONSTITUTION PROTECTION ENSURED TO MINORITIES, HAS BEEN MET TO A LARGE EXTENT BY HR MANAGER TO PAY MORE ATTENTIONS TO PROTECTING THE RIGHT OF THE OTHER SEX AND ENSURE STATUTORY, PROTECTION ENSURED TO MINORITIES HAS ALSO BEEN TO A LARGE EXTENT BY HR, MANAGER IN PUBLIC SECTOR UNITS, THE NEW EQUATIONS THE NEW EQUATION MAY COMPEL HR MANAGER TO PAY MORE ATTENTION TO PROTECTING THE RIGHT OF THE OTHER SEX AND ENSURE STA TUTOR PROTECTION AND CONCESSION TO MINORITIES AND DISADVANTAGED, SECTION OF SOCIETY, THE SHIFTING CHARACTER OF WORKING IN TERM OF AGE, SEX, RELIGION, REGION, CASTE,ETC,.. IS GOING TO PUT PRESSURE ON HR MANAGING HETEROGENEOUS  AND CULTURALLY DIVERSE GROUPS IS GOING TO STRETCH THE TALENT OF HR MANAGERS FULLY.

 3,  EMPLOYEE EXPECTATION ; " INTEND OF ATTEMPTING TO FORCE EMPLOYEES TO CONFORM TO A " CORPORATE MOLD" FUTURE MANAGERS MAY WELL HAVE TO MAKE MORE ALLOWANCE FOR INDIVIDUAL DIFFERENCE IN PEOPLE", NOWADAYS WORKER ARE BETTER EDUCATION MORE DEMANDING AND ARE READY TO VOICE STRONG VIOLENT AND JOINT PROTEST IN CASE THEIR EXPECTATION ARE NOT MET, THE LIST OF FINANCIAL AND NON FINANCIAL  DEMAND IS EVER - GROWING  AND EXPANDING IN FAST CHANGING INDUSTRIES SUCH AS SOFTWARE TELECOM ENTERTAINMENT, AND PHARMACEUTICAL THE TURNOVER RATION ARE RISING FAST, AND IF HR MANAGERS DO NOT RESPOND POSITIVELY,  TO EMPLOYEE EXPECTATION THE ACQUISITION AND DEVELOPMENT COST OF RECRUIT IS GOING TO MOUNT UP STEADILY, AN EFFICIENT ORG", IS , THEREFORE REQUIRED TO ANTICIPATE AND MANAGER TURNOVER THROUGH HUMAN RESOURCE PLANNING TRAINING SCHEMES FOLLOWER BY APPROPRIATE COMPENSATION PACKAGE.

4 , CHANGER IN TECHNOLOGY ; - INCREASED AUTOMATION MODERNIZATION HAVE CHANGED THE WAY THE TRADITIONAL JOBS, ARE HANDLED IN SUCH A SCENARIO, UNLESS EMPLOYEES UPDATE THEIR KNOWLEDGE AND SKILLS , CONSTANTLY THEY CANNOT SURVIVE AND GROW, THIS WILL IMITATIVENESS TRAINING RETRAINING, AND MIND -CAREER TRAINING OF OPERATIVES AND EXECUTIVES AT VARIOUS LEVELS, WHERE SUCH INITIATIVE ARE MISSING IT BECOMES VERY DIFFICULT FOR EMPLOYEES TO FACE .

 

KEY WORD "TWO OR MORE PARTS WORKING TOGETHER AS AN ORGANIZED WHOLE WITH CLEAR BOUNDARIES,"

SUMMARY - FROM AN ORGANIZATION STANDPOINT , GOOD HR PRACTICES HELP IN ATTRACTING AND RETAINING TALENT, TRAIN PEOPLE FOR CHALLENGING ROLES, DEVELOP THEIR SKILLS AND COMPETENCIES INCREASE, PRODUCTIVITY AND PROFITS AND ENHANCE STANDARD OF LIVING,

 

 

{ With input from news agency language)

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