People & Organizations

Human Resource Management For 21st Century.

With the global changers, roles, responsibilities and qualifications of the workforce has been changed.Therefore there is a requirement of shift from traditional human management to modern human management.This evolution has build a strategic perspective in HRM and have started to be seen as an unique and most valuable factor for organizations to gain competitive advantage.This enables HR to become a strategic partner in the organization.This article will reveal the evolution of HRM from past to current ,challengers in 21st century and some recommendations to overcome those challengers.  

Evolution of HRM

"Human resource management involves all management decisions and actions that affect the nature of the relationship between the organization and its employees- its human resources" (Beer et al, 1984).

HRM mainly focus on all aspects of employment of people and organizational management(Amstrong,2009). There have been considerable changes in both science and practice of HRM. The human resource management function, once responsible for record keeping and maintenance, has evolved into a strategic partner (Ferris et al., 1999).

Figure 1- Evolution of HRM (https://hrdictionary.files.wordpress.com/2012/10/evolution-of-hrm3.jpg?w=640)

Welfare officers - They were women and involved with the protection of women and girls.They mainly focused on Harshness of industrial conditions, Pressures arising from the extension of the franchise,Influence of trade unions and the labour movement and Campaigning of enlightened employers, often Quakers, for what was called ‘industrial betterment’

Labour manager - ‘Labour Manager’ or ‘Employment Manager’ were introduced to the engineering industry and other industries where there were large factories. The role involved handling absence, recruitment, dismissal and queries over bonuses. Employers’ federations, particularly in engineering and shipbuilding, negotiated national pay rates with the unions,

Personnel Management - The role of the personnel function in wartime had been largely that of implementing the rules demanded by large-scale, state-governed production. As a result, the image of an emerging profession was very much a bureaucratic one.

Human resource management - Under this employees were treated as an asset or resource-like machines, but at the same time HR also appeared to emphasis employee commitment and motivation. 

Today's HR

Today, the new HRM requires being strategic partner in the organization by aligning all the HR functions with the mission, vision and strategies of the organization with number of specialist disciplines.

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Figure 1- HRM functions in 21st century (https://www.researchgate.net/publication/265541273_Human_Resource_Management_in_21st_Century_Issues_Challenges_Possible_Solutions_to_Attain_Competitiveness)

These disciplines ensure that your business is working to best practice, within the law and making maximum use of its team. This offers financial and operational benefits to the business and team

Challengers

As they prepare themselves for the 21st century, human resources departments must adapt to their changing role within an organization. Moving from a traditional to a strategic approach, human resources management in the 21st century will be much more dynamic than in the past. Below figure illustrate the top issues and challenges faced by 21st century HRM.

Figure 3- Top issues and challenges faced by 21st century HRM.(https://www.researchgate.net/publication/265541273_Human_Resource_Management_in_21st_Century_Issues_Challenges_Possible_Solutions_to_Attain_Competitiveness)

Recommendations

 By understanding how an organization changes as it grows, it is possible to understand how human resource management must change (Baird and Meshoulam, 1988).In order to overcome the above mentioned challengers ,below approaches can be used. 

• To get the commitment and the loyalty of the young workers, HR manager should train and develop them continuously 
• Young and educated workers should develop to meet the technological changers.
• HR system should develop to cover organization strategies, goals and organization style, and organization planning
• HR must develop the ability to compete in the international market.
• To provide more and more talent people into the organization the HR manager must re-decide  and  re-arrange  the  staffing  functions,  for    recruitment  selection,  training  and transfer,  promotion,  dismissals,  placement,  demotion  and  layoffs    of  the  employees separate strategies should be developed and implemented
  
  
  

Conclusion

During the recent years, human resource consider as the most valuable assets of the organizations to gain the competitive advantage.Human resources departments have started to play a strategic role in the organizations and all HR functions are integrated with the mission, vision and strategies of the organizations. The new HRM perspective for the 21st century requires HRM to be strategic partners of the organization that coordinates all functions and supporting the strategies by attracting and retaining the essential qualified employees

References

• Yasemin Bala (2011).The new human resources management in the 21st century:a strategic view

• Armstrong, M. (2014) .Armstrong's Handbook of Human Resource Management Practice 

• Muhammad,H. Fazal,H.(2012). Human Resource Management in 21st Century: Issues & Challenges & Possible Solutions to Attain Competitiveness

• https://hrdictionary.files.wordpress.com/2012/10/evolution-of-hrm3.jpg?w=640