A Comprehensive Look at HRM Strategies, Trends, and Challenges

This essay provides an overview of Human Resource Management (HRM), defining it as the art of managing people within an organization and highlighting its crucial role in establishing a strong relationship between the organization and its employees. It emphasizes the strategic importance of HRM in achieving organizational objectives through effective resource utilization, including competitive salary packages, training and development programs, promotional strategies, transparent communication, and employee autonomy. The essay discusses the impact of globalization on HRM, including managing multicultural work environments and workforce diversity. Furthermore, it identifies key challenges faced by HR departments, such as recruiting and retaining skilled employees, developing future leaders, and establishing a healthy corporate culture in a global business environment. The essay concludes by underscoring the necessity of fostering strong relationships among employees from diverse backgrounds to enhance organizational success. Desklib offers a platform for students to access this essay and numerous other resources to aid in their studies.

Running Head: HRM
Human Resource Management
Essay
System04104
1/18/2019

HRM
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Strategies, trend, and challenges in HRM
Human Resource Management (HRM) playing a crucial role in any organisation and
it can be defined as an art of managing people in the organisation. HRM can also be defined
as a practice of recruiting, hiring, deploying, and managing people in the organisation
(Collings, Wood, & Szamosi, 2018).
The strategic importance of human resource management is also crucial because it
plays an important role in establishing a good relationship between the organisation and
organisational people. However, a good and successful HRM strategy can set the way of the
organisation towards its main objective through the efficient and effective use of
organisational resources. The main motive behind the successful HR strategies is to identify
the various activities and decisions that motivate employees towards the attainment of
organisational goals. The strategic plan of an organisation includes a better salary package to
employees; provide regular training and development of employees, promotional strategies,
transparency in communication, and employee autonomy etc. Thus, it is important for the HR
department to focus on continuous improvement of the employees that helps the organisation
to focuses on quality (Bailey, Mankin, Kelliher, & Garavan, 2018).
One of the important trends in HRM is globalisation and its impact on organisations.
HRM provide facilities and help organisations to deal with the multicultural work
environment and assist employees to work with different cultured people in different place
with the same potential. Work-force diversity is another thing that is considered by the HR
department of an organisation because people of different gender, age, culture, values,
ethnicity, religion, education, ethics, and values are working together and it is important to
unite them as a team and family by the HR department of an organisation (Muttagi, 2016).
Recruiting and hiring of skilful people is also important for any organisation to enhance the
productivity of the organisation, increase the competitiveness, and for manage the diverse
workforce. This also leads to the employee’s involvement and their involvement with the new
technology to face global competition. The advancement in technology also forces the HR
department of an organisation to provide continuous training and development program for
its employees (Boon, Eckardt, Lepak, & Boselie, 2018).

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The major challenge faces by the HR department is to recruit and hire skilful people
for the organisational work. Finding suitable candidates for the job from a large number of
applicants is a tough job for an HR manager. To understand the people and selecting them as
a suitable candidate for the job it is necessary to understand the skills, qualities, attitudes,
physical and mental stability of applicants. Retaining employees for a long time in the
organisation is also a major challenge for HRM. Although HR is responsible for managing
people in the organisation, it is a challenge for HRM to identify a suitable employee for
developing future leaders. Another challenge for HRM is to establish health cooperate culture
in the organisation because it is the time of global business operation where people working
together from different culture and religion (Horwitz, & Mellahi, 2018). Therefore, it is the
requirement of the organisation and HRM to establish a strong relationship among these
people

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References
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. UK: Oxford University Press.
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital
and strategic human resource management. The International Journal of Human
Resource Management, 29(1), 34-67.
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A
critical approach. Human Resource Management, 12(8),1-23.
Horwitz, F. M., & Mellahi, K. (2018). Human resource management in emerging markets.
Human Resource Management, 14(6), 337-357.
Muttagi, U. (2016) Recent trends and challenges in human resources management in India
[Online]. Retrieve from:
http://publications.anveshanaindia.com/wp-content/uploads/2016/09/RECENT-
TRENDS-AND-CHALLENGES-IN-HUMAN-RESOURCES-MANAGEMENT-IN-
INDIA.pdf