Human Resource Trends & Innovation

This solved assignment explores the influence of globalization on human resource management. It highlights the need for organizations to understand employee challenges in a diverse global environment and adopt innovative HR practices. The essay emphasizes open communication, flexible processes, and cultural sensitivity training as key drivers for organizational success in today's dynamic workplace.

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Human resource trends

STRATEGIC HUMAN RESOURCE MANAGEMENT 1
Introduction
The human resource industry is dedicated majorly on the human planning and development
in order to provide cut through workforce solutions. Being a part of the department working
for the strategic growth of the company, am responsible to simplify the company’s way of
working. It is a privilege if the company becomes focussed upon the ‘people’ in the
organisation. To get an edge, in the competitive market, it is essential for the company to
value its employees and incorporate the changes in the trends prevailing in the human
resource industry (Sims, 2006). It is this strategy of realising the new trends which helps the
company to be ahead in the competition. Understanding the needs and spheres where new
changes in the trends of HR practices can be implemented is required for a company for its
strategic growth. Conceptually trends are the new practices comprising of techniques,
procedures, modifications which are introduced in the strategic planning in order to achieve
company’s growth (Lussier & Hendon, 2015).
Trends in the human resource industry
The company’s growth is easy to achieve if the company adapts itself to agility. In order to
deliver performance and achieve the organisational goal, it is important for the marketing
personnel to be aware of the trends to handle human resources of the company. Agility is a
new concept where in the company tries to achieve a good combination of stability and speed
in adapting any new change which needs to be incorporated in the working of the company
(Rayner, 2016). Moving and being responsive in the market in which the company operates,
makes it easy for the organisation to address challenges with the help of the new approach in
order to transform. This further means that the employees of the company need to be flexible
enough to embrace new changes in order to refine their existing way of working so that the
challenges can be faced quickly and along with maintaining stability. In addition to this, there
are three main components which support agility to be practiced. If there is more focus upon
building the spirit of teamwork amongst the employees, then the mind-set of the workforce to
embrace the changes in their way of working will be boosted. Another important component
is that when any new technology or procedure to accomplish the goal is adopted by the
employees, then it should be in accordance with the main organisational goal (Wilson, 2005).
It should not happen that the new strategy adopted has a different aim. Therefore, the
strategies and new innovations must adhere to the main objective of the organisation. Thirdly,
the decisions of the company in order to accomplish a particular task should be quick and
easy to adapt. There are times when the small decisions are taken which disrupt the working
of the organisation. This disturbance to other departments functioning should be minimised
and the ability to adapt to the changes in a quick and an easy manner should be encouraged.
All these characteristics are important for bringing agility as a trend in the workplace
(Horney, 2016).
Another new trend in the HR industry which should be emphasised is introducing each and
every aspect of the company to change. There must be a new process, new thought process,
new way of planning, new service and new idea introduced in carrying out any particular
task. It’s essential to observe that there is always a new way of performing and accomplish
any activity which is being followed by your competitor. In order to tap that smart way to

STRATEGIC HUMAN RESOURCE MANAGEMENT 2
meet the targeted task, it is required to be creative enough for the employees to imbibe and
understand the formula behind knowing the new technique of carrying out a particular
activity. This can be achieved through introducing a concept of open innovation. Through
developing this type of thinking, employees of the company get out from working in the
isolation and they get exposed to a wide choice of employees from other organisations and
other personnel with in the same company. This technique of open innovation acquaints and
familiarizes employees with new processes, skills and mind set to engage into ideas they are
unaware of (Bodi, 2016). It is interaction which makes it possible for the employees to
collaborate and exchange their experiences. This further encourages incorporating new ways
to perform and accomplish the work (Poepsel, 2017). Thirdly, it is integral for the company
being a part of the human resource industry to keep itself updated in all respects a far as
expertise, skills, training, knowledge and technical know-how is concerned. There is gap in
the levels of knowledge between the youth employee workers and experienced staff. The
experienced staff might have a sound knowledge of the existent techniques of performing an
activity while the youth employees have an expertise in terms of cost effective new
techniques required for HR activities for e.g. they are well equipped with networking
techniques through social media. It is therefore, important to cope up with the fast pace of
changes which occur to keep the knowledge up-to-date (LabourNet, 2014). To implement
sound knowledge amongst the workforce to carry the activities efficiently new multi skill
training programs should be conducted so that modern techniques and methods are harnessed
and introduced in the organisation to keep the expertise up to date (Sheahan, & Williamson,
2016).
Issue Analysis
The major issue encountered in developing the new trends in the company being a part of the
human resource industry is empowering the worker force with an authority to make the best
use of their potential. They should be given freedom to develop curiosity in gathering
knowledge in all perspectives where ever they feel there is a scope of improvement. The
employees are usually wanted to act as machineries which need to perform an action
according to the instructions given by the management. However, if they are encouraged to
experiment, develop new ideas, communicate and connect more openly with others it is
certain that they feel the freedom to solve complex issues and be more clear and accountable
for their responsibility at the same time (Horney, 2016). However, if the ideas and methods
are imposed upon them in a particular direction then there is a less scope of adopting
flexibility and innovation in their practices. Businesses usually fail because the system and
processes in it are rigid which create a fear in employees to question (Parry, Stavrou &
Lazarova, 2013). There are barriers created on their thinking which creates conflict in their
minds when there is a need to adapt to any change in the way of working. If the human
resources are developed with a mind-set open to new challenges, then the fear to come out
with solutions to perform the task better will be eliminated and innovation will be
encouraged.
Conclusion
Due to globalised environment the organisation needs to have an in-depth insight of the
challenges encountered by the employees in order to find ways to introduce new trends in the
company. The solutions are easily found when the problem is analysed and understood
properly. Being a part of the human resource industry, the emphasis should be given upon

STRATEGIC HUMAN RESOURCE MANAGEMENT 3
understanding the needs of the personnel and respecting their culture and ethnicity so that the
issues related to way of working due to differences in the cultures can be addressed.
Providing trainings keeping in mind the sensitivity of employees belonging to different
cultures should be the approach of the company to utilize the human resources efficiently.
Conducting training and induction programs in such a way that it encourages open innovation
which empowers the workforce to be curious towards new ideas and finding solutions to
problems is the most efficient way to introduce new trends in the company.

STRATEGIC HUMAN RESOURCE MANAGEMENT 4
References
Bodi, V. (2016). Technology Is Changing Human Resource Management – But Where Will It
Go?. Retrieved from http://www.gethppy.com/hrtrends/technology-changing-human-
resource-management
Horney, N. (2016). Talent Management Agility: A Business and Human Resources
Imperative. Retrieved from http://www.hci.org/blog/talent-management-agility-
business-and-human-resources-imperative
LabourNet. (2014). Are You Getting The Most out of Your People?. Retrieved from
http://www.labournet.com/hr-consulting-firms/human-resource-training-development
Lussier, R. N., & Hendon, J. R. (2015). Fundamentals of Human Resource Management:
Functions, Applications, Skill Development. US: Sage Publications.
Parry, E., Stavrou, E., & Lazarova, M. (2013). Global Trends in Human Resource
Management. Germany: Springer.
Poepsel, M. (2017). Major human capital trends that will shape the coming year. Retrieved
from http://www.predictiveindex.com/blog/top-10-human-capital-trends-for-2017
Rayner, T. (2016). Redefining Best Practices: HR Agility and Innovation. Retrieved from
http://chapmancg.com/hr-networking/2016/06/redefining-best-practices-hr-agility-
and-innovation
Sheahan, P., & Williamson, J. (2016). Matter: Move Beyond the Competition, Create More
Value, and Become the Obvious Choice. US: BenBella Books, Inc.
Sims, R. R. (2006). Human Resource Development Today and Tomorrow. IAP.
Wilson, J. P. (2005). Human Resource Development: Learning & Training for Individuals &
Organizations. UK: Kogan Page Publishers.