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Cleopas Kerias ...Human Resource Management Research

1669 words - 7 pages

INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 1, ISSUE 6, JULY 2012

ISSN 2277-8616

The Emerging Challenges in HRM
Mrs. Ekta Srivastava, Dr. Nisha Agarwal
Abstract This paper analysis the various challenges which are emerging in the field of HRM.The managers today face a whole new array of changes
like globalization, technological advances and changes in political and legal environment. changes in Information technology. This has lead to a
paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper also
analysis how to overcome with these challenges. These challenges can ...view middle of the document...

e. the use of the so-called global economy.
Globalization refers to an extension beyond national
borders of the same market forces that have operated for
centuries at all levels of human economic activity (village
markets, urban industries, or financial centers). It means
that world trade and financial markets are becoming more
integrated.Growing internationalization of business has its
impact on HRM in terms of problems of unfamiliar laws,
languages, practices, competitions, attitudes, management
styles, work ethics etc. HR managers have a challenge to
deal with more functions, more heterogeneous functions
and more involvement in employee’s personal life.

The future success of any organizations relies on the ability
to manage a diverse body of talent that can bring innovative
ideas, perspectives and views to their work. The challenge
and problems faced of workplace diversity can be turned
into a strategic organizational asset if an organization is
able to capitalize on this melting pot of diverse talents. With
the mixture of talents of diverse cultural backgrounds,
genders, ages and lifestyles, an organization can respond
to business opportunities more rapidly and creatively,
especially in the global arena, which must be one of the
important organizational goals to be attained. More
importantly, if the organizational environment does not
support diversity broadly, one risks losing talent to
competitors. This is especially true for multinational
companies (MNCs) who have operations on a global scale
and employ people of different countries, ethical and
cultural backgrounds. Thus, a HR manager needs to be
mindful and may employ a Think Global, Act Local
approach in most circumstances. With a population of only
four million people and the nations strive towards high
technology and knowledge-based economy; foreign talents
are lured to share their expertise in these areas. Thus,
many local HR managers have to undergo cultural-based
Human Resource Management training to further their
abilities to motivate a group of professional that are highly
qualified but culturally diverse. Furthermore, the HR
professional must assure the local professionals that these
foreign talents are not a threat to their career advancement.
In many ways, the effectiveness of workplace diversity
management is dependent on the skilful balancing act of
the HR manager.

Workforce Diversity
According to Thomas (1992), dimensions of workplace
diversity include, but are not limited to: age, ethnicity,
ancestry, gender, physical abilities/qualities, race, sexual
orientation, educational background, geographic location,
income, marital status, military experience, religious beliefs,
parental status, and work experience.

Mrs. Ekta Srivastava, Student of Ph.D, I.F.T.M
University, Moradabad
Dr. Nisha Agarwal , Professor ,IFTM University ,
Moradabad, U.P. INDIA

Technological advances
There is a challenging task of adapting...

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