EMERGING TRENDS IN HRM ABSTRACT: The management has to recognize the important role of Human Resource Department in order

to successfully steer organizations towards profita ility! It is necessary for the management to in"est considera le time and amount# to learn the changing scenario of the HR department in the $%st century! In order to sur"i"e the competition and e in the race# HR department should consciously update itself with the transformation in HR and e aware of the HR issues cropping up! &ith high attrition rates# poaching strategies of competitors# there is a huge shortage of s'illed employees and hence# a company(s HR acti"ities play a "ital role in com ating this crisis! Suita le HR policies that would lead to the achie"ement of the )rganization as well as the indi"idual(s goals should e formulated! HR managers ha"e to manage all the challenges that they would face from recruiting employees# to training them# and then de"eloping strategies for retaining them and uilding up an effecti"e career management system for them! *ust ta'ing care of employees would not e enough+ new HR initiati"es should also focus on the ,uality needs# customer-orientation# producti"ity and stress# team wor' and leadership uilding! This oo' is di"ided into two sections that throw light on the emerging HR trends and discusses HR issues in "arious industries li'e financial ser"ices# IT# .ower# Healthcare# to name a few! This oo' should e "alua le for practicing HR managers of e"ery organization and also for those who ha"e a significant interest in the area of Human Resource Management# to realize the growing importance of human resources and understand the need to uild up effecti"e HR strategies to com at HR issues arising in the $%st century! Introduction Human Resource Management has e"ol"ed considera ly o"er the past century# and e/perienced a ma0or transformation in form and function primarily within the past two decades! Dri"en y a num er of significant internal and e/ternal en"ironmental forces# HRM has progressed from a largely maintenance function# with little if any ottom line impact# to what many scholars and practitioners today regard as the source of sustained competiti"e ad"antage for organizations operating in a glo al economy!

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CHANGES IN HRM: Some of the significant changes that are li'ely to ta'e place in the human resource management are as follows1 Increase in education levels1 Due to technological progress and the spread of educational institutions wor'ers will increasingly ecome aware of their higher le"el needs+ managers will ha"e to e"ol"e appropriate policies and techni,ues to moti"ate the 'nowledge of wor'ers! 2etter educated and organized wor'force will demand greater discretion and autonomy at the wor' place! Technological developments: This will re,uire retraining and mid-career training of oth wor'ers and managers! Rise of the international corporation is pro"ing new challenges for personnel function! Changing composition o !or" orce: In future# women and minority groups# S4s and STs would ecome an important source of man power in future on account of easy access to etter educational and employment opportunities! Therefore manpower planning of e"ery organization will ha"e to ta'e into consideration the potential a"aila ility of talent in these groups! 4hanging mi/ of the wor'force will lead to new "alues in organizations! Increasing government role: In India# personnel management has ecome "ery legalized! In future pri"ate organizations will ha"e to co-ordinate their la our welfare programmes with those of the go"ernment pri"ate sector will e re,uired increasingly to support go"ernment efforts for impro"ing pu lic health# education training and de"elopment and infrastructure! occupational health and sa et#: Due to legislati"e presence and trade union mo"ement# personnel management will ha"e to e more healthy and safety conscious in future! $rgani%ational development: in future# change will ha"e to e initiated and managed to impro"e organizational effecti"eness! Top management will ecome more acti"ely in"ol"ed in the de"elopment of human resources! Ne! !or" ethic: greater forces will e on pro0ect and team forms of organization! 9s changing wor' ethic re,uires increasing emphasis on indi"idual! *o s will ha"e to redesigned to pro"ide challenge! &evelopment planning: personnel management will e in"ol"ed increasingly in organizational planning# structure# composition etc! Greater cost-

consciousness and profit-orientations will e re,uired on the part of the personnel department! ;! Better appraisal and re!ard s#stems: organizations will e re,uired to share gains of higher periodicity with wor'ers more o 0ecti"e and result oriented systems of performance# appraisal and performance lin'ed compensation will ha"e to e de"eloped! %<! Ne! personnel policies: new and etter polices will e re,uired for the wor' force of the future! Traditional family management will gi"e way to professional management with greater forces on human dignity! Thus# in future personnel management will face new challenges and perform new responsi ilities! .articipati"e leadership will ta'e the place of autocratic leadership! 4reati"e s'ills will ha"e to e rede"eloped and rewarded emphasis will shift from legal and rule ound approach to more open and humanitarian approach! NE& TRENDS IN HR Human resource management is a process of ringing people and organizations together so that the goals of each other are met! The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent! .ersonnel directors are the new corporate heroes! The name of the game today in usiness is personnel ! Nowadays it is not possi le to show a good financial or operating report unless your personnel relations are in order! )"er the years# highly s'illed and 'nowledge ased 0o s are increasing while low s'illed 0o s are decreasing! This calls for future s'ill mapping through proper HRM initiati"es! Indian organizations are also witnessing a change in systems# management cultures and philosophy due to the glo al alignment of Indian organizations! There is a need for multi s'ill de"elopment! Role of HRM is ecoming all the more important! Some of the recent trends that are eing o ser"ed are as follows1 The recent ,uality management standards IS$ '(() and IS$ '((* of $<<< focus more on people centric organizations! )rganizations now need to prepare themsel"es in order to address people centered issues with commitment from the top management# with renewed thrust on HR issues# more particularly on training!

4harles Handy also ad"ocated future organizational models li'e Shamroc"# +ederal and Triple I! Such organizational models also refocus on people centric issues and call for redefining the future role of HR professionals! To leapfrog ahead of competition in this world of uncertainty# organizations ha"e introduced si,- sigma practices! Si/- sigma uses rigorous analytical tools with leadership from the top and de"elops a method for sustaina le impro"ement! These practices impro"e organizational "alues and helps in creating defect free product or ser"ices at minimum cost! Human resource outsourcing is a new accession that ma'es a traditional HR department redundant in an organization! E/ult# the international pioneer in HR 2.) already roped in 2an' of 9merica# international players 2. 9moco = o"er the years plan to spread their usiness to most of the >ortune 6<< companies! &ith the increase of glo al 0o mo ility# recruiting competent people is also increasingly ecoming difficult# especially in India! Therefore y creating an ena.ling culture# organizations are also re,uired to wor' out a retention strateg# for the e/isting s'illed manpower! +/T/RE R$0E $+ 1ERS$NNE0 MANAGERS Some of the emerging trends in the role of personnel manager are as follows1?i@! .ersonnel managers of future will ha"e to stress upon o"erall de"elopment of human resources in all respects! ?ii@! The scope of human resource management will e e/tended to co"er career planning and de"elopment# organization de"elopment# social 0ustice etc! ?iii@! Enlightened trade unions will ecome an acti"e participant in the organization and management of industry! ?i"@! The personnel manager will e re,uired to act as a change agent through greater in"ol"ement in Aen"ironment and scanning and de"elopment planning! They will ha"e to de"ote more time to promote changes than to maintain the status ,uo! ?"@! The personnel function will ecome more cost-conscious and profit oriented! Instead of merely administering personnel acti"ities# the personnel department will ha"e to search out opportunities for profit impro"ement and growth!

?"i@! Greater authority and responsi ilities will e delegated to personnel managers particularly in the field of employee welfare ser"ices! ?"ii@! .ersonnel managers will ha"e to continuously retrain themsel"es to a"oid o solescence of their 'nowledge and s'ills! Thus# the 0o of personnel managers will ecome more difficult and challenging in future! They will ha"e to e e/perts in eha"ioral sciences! They will play a creati"e and de"elopment role! They will thus ha"e play a creati"e and de"elopment role! They will ha"e to ac,uire new s'ills# "alues# attitudes to discharge their new responsi ilities successfully! Conclusion: BI ne"er predict! I 0ust loo' out the window and see what is "isi le C ut not yet seenD ?.eter Druc'er@ Trends in Human resource management ha"e changed the way we wor'# as organizations are more depended on HRM to increase the success ratio in today(s competiti"e glo al en"ironment!

Read more1 http1EEwww!articles ase!comEhuman-resources-articlesEemerging-trends-in-hrm%$:$57:!htmlFi/zz<y;pT"g<< Gnder 4reati"e 4ommons Hicense1 9ttri ution