Global Shifts in the Supply And Demand for Labour Mean That Organisations Need To Focus More Heavily On Attraction, Retention and Career Development of Staff In Order To Meet These Challenges

ABSTRACT

In this study it has been tried to explore the concept of Human Resource Management in organizations: in order to achieve competitive advantage in global context. The main focus of the research is on attraction and retention of employees and role of career development in staff for achieving organizational goals and its relation with senior management of the multinational firms. An in depth focus has been drawn for laying out conclusion of the paper.

Attraction, Retention and Career Development of Staff

Introduction

When writing on the management of human resources and new technologies, at least two major difficulties arise: is it simply HRM more or less ignoring the tools that support the processes and HR policies, or make a catalogue of technology, tools and services available on the market.  Indeed, the main focus is drawn on how the implication of e-hrm and particularly those of the web influence the HR function in today's organizations themselves heavily impacted the integration of these technologies in contemporary work. Furthermore, now the HRM has more developed through technology and taken a view of E-HRM, which is based on information technology and communication to adapt HR practices to new needs and / or needs that are expressed differently today. “ICT's (Information and communication technology) affect the needs, expectations and aspirations of employees at work and the responses of HR management in companies in transformation. This leads the organizations to develop the three themes of information, collaboration and involvement (Jung, 2006). 

In order to retain the employees and attract new employees, material rewards as part of the motivation plays a major role, but in companies with a comfortable indoor environment, it is not the only factor holding the staff. If a company has problems with the corporate culture, poor internal climate, the money and the various benefits of employees can not keep. They can move to another organization, even with a decrease in wages, only to change the environment and working environment. It is first necessary to identify those corporate values, which the company believes its advantage or benefit of both employer and take them into account when constructing a system of motivation (Jenero, 2003).

Discussion

In the current context of globalization and the new economy, companies are required to meet the challenge of performance and competitiveness. For this, the use of human resource management skills needed to become an overriding imperative. The fields of the competition have now moved to our ability to integrate and assimilate new knowledge. This permanent change requires new tools and behaviors among who can be counted more responsive and continuous attention. Managers, who operate in the new economy, in the same way, realized that it requires ongoing training. This training coupled with the management of knowledge is an important driver of success in creating value for investors, customers and company employees (Farh& Podsakoff, ...