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NEW TRENDS AND CHALLENGE


NEW TRENDS AND CHALLENGE

1. To Make Highly Productive Team: In today’s highly competitive and globalized business environment, it has become extremely difficult for a firm to maintain its competitive advantage in the market. To achieve this goal, a firm requires a highly committed and competent workforce. Competitive advantage lies not only in product differentiation or cost leadership but also in being able to tap a company’s core human resource competencies.

2. Perception Towards Organisation: Unions constitute internal environment of an organisation. Unionization is very beneficial to the organisation. Union provide a means for workforce to express the condition prevailing in the work place. It is found that unionized firms have lower turnover rate. Union can have a positive impact on a firm’s performance in labour market.

3. BPO/ KPO Challenges in an Organisation: If an external company develop the software, does advertising or administers benefits of the company’s employee, it is BPO. Similarly, if some other company makes calls to the company’s employees, it is call center business – a part of BPO (Business Process Outsourcing) itself. HR is fast evolving from a transnational support role to partnering in the BPO business strategy.

4. To Maintain Work Life and Personal Life: More women are becoming careerists and taking up jobs to add to finance of their families. In all over the world, working women account for 15 per cent of the total urban female population. Thus, work-life balance has become a major challenge to HR manager. They should implement work-life balancing programmes to reduce the stress, depression and anxiety.

5. Improve Value of the Organisation: In changing environment, HR managers have to think out of the box to enhance corporate values and make their strategies successful. HR manager have to define the qualities expected in the prospective employees and enable the company to attract suitable talent for its requirement.

6. The Vision, Mission, Goals of HR: Organisation of the future will take many forms. Globalization, removal of trade barriers, and breakthrough in new technology have revolutionized the industrial organisation. As organisations restructure, human resource tend to decreasing in quantity but increase in quality and in their value to organisational effectiveness. Thus, it will be essential to invest in the development of these valued human resource.

7. Work Ethics of the Organisation: Work ethic is changing in organisation. Employees have been imbued with a set of changing new value. Employees have been behavioral norms as punctuality, honesty, diligence, and frugality. They pursue the value of productivity, efficiency, and effectiveness. Edwin Flippo Writes,  “Quality of life is preferred to quantity, equity to efficiency, diversity to conformity, and the individual to the organisation. With an increasing emphasis upon the individual as compared with the organisation, a number of changes in human resource programmes have been tried.”

8. Bring the Changes in the Organisation: Today the workforce in any organisation has become highly diverse and cross-cultural. Hence, managing changes and diversity has become a crucial role of HR managers. They have to play a consulting role and have to build an employee-oriented culture within the organisation.

9. Match the Needs of Individual and Organisational: Today we have ‘leaner’ and ‘fitter’ organisation. These meet the challenges of the next century. There is an increasing trend towards “network” structure – clusters of business organisations. Also, the roles and jobs of middle manager have increased in importance. HRM has to integrate human resource into organisation’s strategies policy and planning.

10. Outsourcing HR Work: Today, many big firms are getting their HR activities done by outside supplier and contractors. Employee hiring, training, development and maintenance of statutory records are the usual functions contracted out to outsiders. HR department are divesting themselves from routine activities to focus more on responsive culture.

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