Emerging Trends in HRM and the Human Resource Managers Role

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Emerging Trends in HRM and the Human Resource
Managers Role
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In this session.

• Well look at the Economic, Legal, Environmental,
  Social, and Technological, and Cultural Trends
  affecting human resource management in the 21st
  century
• Well also examine the competencies needed for
  HRM in responding to those trends

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Can You Think of some 21st Century Trends?

• Economic
• Environmental
• Legal
• Social

• Technological
• Cultural

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Top 10 Overall Trends Affecting HR and the
Workplace

• Rise in healthcare costs
• Focus on domestic security
• Use of technology to communicate
• Complexity of legal compliance
• Use of technology to perform HR functions

• Focus on global security
• Preparing for next wave of retirement (i.e.,
  labor shortage)
• Use and development of e-learning
• Exploring of U.S. jobs to developing countries
• Changing definition of family
• Source SHRM 2004-2005 Workplace Forecast Survey

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The Affect of 21st Century Trends

• How do these trends affect the following
  organizational issues?
• Competition
• Growth or Decline
• Profitability
• Labor Availability
• Diversity
• Liability

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The Role of HR in Organizations

• Boosting Productivity
• Preparing the Organization for Change
• Building Employee Commitment and Morale
• Involvement in Determining and Implementing the
  Strategic Direction of the Organization

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Trends for HR in the 21st Century

• Becoming the employer of choice
• Winning the war for talent
• Contributing to the organization as a strategic
  business partner
• Cultivating leadership through e-learning and
  development
• Recognizing the workforce as a profit center
• Thinking globally while complying locally
• Incorporating flexibility and adaptability into
  the organization
• Embracing technology as the underlying
  facilitator

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Competencies for 21st Century HR Professionals

• Developing Effective Reward and Recognition
  Systems
• Creating and Becoming Transformational Leaders
• Engaging the Workforce in Continuous Change and
  Innovation
• Collaborating in Resolving of Strategic Problems
• Partnering with Community Groups and Business
  Organizations
• Encouraging Real Employee Involvement
• Coaching and Counseling Individuals and High
  Performance Teams
• Empowering and Facilitating Learning, Change, and
  Decision-making
• Creating the "Learning" Organization
• Designing Organizations, Processes, and
  Performance Systems
• Keeping Up-to-Date on Technological Advances in
  HR Applications
• Maintaining a Global Business Perspective

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Lessons Learned..

• As the environment of organizations, social
  structures, and workforce demographics change, so
  changes the required knowledge, skills, and
  abilities for human resource practitioners
• The most important skills for 21st century HR
  managers are conceptual and interpersonal, rather
  than technical