HRM in the 21st Century

HRM in the 21st Century

Introduction

HRM has advanced significantly since the last century and experienced a major revolution in function within the past two decades. Many internal and external environmental forces has largely impacted HRM maintenance function, to what many practitioners now regard as sustained competitive advantage for organizations operating in a global economy.

The term Human Resources is used to describe the employees in the companies as well as describing the department engage in managing programs to deal with that resource. Today HR department has developed over the last century from the administrative role of early 19th century welfare managers and mid-century personnel managers into the role of a strategic business partner. While the jump from administrator to strategic partner may not be apparent in all organizations, the recent research indicates that making this jump is necessary to the success of business. (Ashbaugh, 2002)

Role of the Human Resource Management in the 21st Century

Companies today are determined to enlarge productivity, develop service, and to make sure that the corporation can adjust to all the changing business circumstances, and success in all this depends on the company's peoples which are an asset that executives commonly quote as a main differentiator in a, knowledge-driven, and fast-moving world. HRM plays an important role in trying to attain this by being engaged to the policy, strategy, and process of decision making. (Axelrod, 2002)

The HRM team makes sure to deliver this by hiring the right and competent staff to make sure that the objectives and goals of the business are accomplished. HR managers create an obvious understanding of the ability they have at their disposal or whether they need to recruit from outside. An example is where an organization is forecasting for their supply and demand of people when setting up the company to attain the goals or objectives. This is accomplished through HR Planning. (Broedling, 1999)

An evaluation of the competency models illustrates that the HR professional these days should not only be a technical professional in the field of HR, but also should understand the business. In accumulation to this information, HR Professionals are expected to be proficient leaders, change agents, and consultants.

The traditional job of the HR department has basically been practical in nature and has rotated around particular tasks such as recruiting, HR planning, performance review, job analysis, compensation, legislative compliance, and training. Indeed hiring, firing, and providing benefits to employees remain vital responsibilities that must be accomplished in any efficient organization. (Ashbaugh, 2002)

Most important thing is that the policies of HRM have a great influence on the performance of the organization. This new approach to HRM indicates a transfer from traditional view of personnel that focused on small issues like an individual's performance and fulfillment to the new role that is purely described as helping managers in achieving sustainable competitive advantage. (Bannerman, 2003)

Particularly, it is recognized that the types of practices of HRM appear to differentiate organizations that are efficient in attaining constant competitive advantage through ...