Premium Essay

Technology and the Fast Moving International World Are Making the Hrm Function in Companies and Businesses Redundant. Is This True, or Is Hrm Actually a Key Part of Future Business.

In: Business and Management

Submitted By Ernests
Words 3046
Pages 13
Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business.
Human Resource Management
Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business.
Human Resource Management

Contents Introduction 2 PESTEL Analysis 3 The argument 4 Technology 4 Talent management 5 Globalization 6 7’s Model 8 Is Human Resource Management a key part of the future? 10 Conclusions 11 Authors comment 11 Refrences 12


Human resource management has no future! At least, in the way it has been performing in the past. Human resource management nowadays is not limited with the boarders of their clerical role. Nowadays, human resource management has to deal with such responsibilities as recruitment, training and benefits administration. To make this job easier we use technology to carry these amounts of information and to process them. Furthermore, IT has changed the way we communicate with the employee, how we train them and expanded the possibilities. Nonetheless, it creates a framework for us to deal with them when working with similar issues. In such an easy way, technology has changed the way Human Resource Management is structured. Undoubtable, there are cons as well- it has become harder to keep up with these changes and undoubtedly, we are tied to certain tools. Companies are shaping their Human resources into new era- the era of information, technology and talent. Where no longer the training consists of actual practice taking in but also of your own personal yield and self-actualizing. The role of IT in it is to enhance effectiveness and form human resource manager’s administrative job in effective...

Similar Documents

Premium Essay


...From the seminal works emerging from the Chicago school and the matching model of HRM (Fombrun et al., 1984), the emphasis has very much concerned its strategic role in the organisation. Indeed, the now large literature rarely differentiates between human resource management (HRM) and strategic human resource management (SHRM). Some writers have associated HRM with the strategic aspects and...

Words: 70707 - Pages: 283

Premium Essay


...Perspective: gestalt or personality of the organization HR Planning Notebook 1.1 – Description of Strategy Strategy: declaration of intent (considered as both plan and purpose) Strategic Intent: tangible corporate goal; point of view about the competitive positions a company hopes to build over a decade Strategy Formulation: entire process of conceptualizing the mission of an organization, identifying the strategy, and developing long-range performance goals Strategy Implementation: activities that ees and managers of an organization undertake to enact the strategic plan and achieve the performance goals Objectives: the end, the goals Plans: product of strategy, the means to the end Strategic Plan: written statement that outlines the future goals of an organization, including long-term performance goals Policies: broad guidelines to action, which establish the parameters or rules Strategic Planning: systematic determination of goals and the plans to achieve them (requires thinking about future) - must be viewed as a dynamic process that can respond to changes in the environment (Logical Incrementalism) Figure 1.1 – The Reality of the Strategic...

Words: 19138 - Pages: 77

Premium Essay

Development and Validation of a Measure That Examines Attitudes Towards E-Hrm Practices

...Your support and love made this process so much more...

Words: 47711 - Pages: 191

Premium Essay

Mba Hrm Paper Solutions

...Human Resource Management IIBM INSTITUTE OF BUSINESS MANAGEMENT DISTANCE LEARNING PROGRAM HUMAN RESOURCE MANAGEMENT ( IIBM - B102 ) Author: VSP Rao Copyright © 2010, VSP Rao All Rights Reserved Produced and Printed by EXCEL BOOKS PRIVATE LIMITED A-45, Naraina, Phase-I, New Delhi-110 028 For IIBM Institute of Business Management Meerut - 250002 Distance Learning Education, IIBM Institute of Business Management The ultimate vision of this Institute is to ensure that all working executives and each young manager must possess the requisite research-oriented-business-acumen and the competitive managerial excellence in successfully tackling the new emerging management-related-problems of the country in the changing global scenario. Individuals who look upon education as a continuing activity and wish to enhance their knowledge in an existing discipline or acquire proficiency in a new area are sure to benefit from the offered Programs. Distance Education is an attempt to make education accessible beyond the close confines of a classroom and to make it available to those who aspire and endeavor. The pedagogy used is interactive with cutting-edge techniques and innovation. This has gone long way to strengthen skills and expertise students to meet much-needed requirement of management students; in industry or society....

Words: 92421 - Pages: 370

Premium Essay

Pdf, Doc

...IIBM Institute of Business Management HUMAN RESOURCE MANAGEMENT Subject: HUMAN RESOURCE MANAGEMENT Credits: 4 SYLLABUS Introduction to Human Resource Management Introduction: Nature, Philosophy, Need, Objectives and Evolution of Human Resources Management; HRM Functions; HRD Concept; HRD Strategy; HR Responsibilities; Environmental Factors of HRM: Environmental Factors, Challenges to HRM. Concepts and Process of Human Resource Planning Human Resource Planning: Importance, Process, Barriers; Strategic Planning; Human Resource Information Systems (HRIS); Forecasting Demands: Forecasting Supply; Man Power Forecasting. Emerging Trends in HRM Outsourcing and its HR Dimensions; Human Resource Planning and Downsizing: Voluntary Redundancy and Ways of Downsizing Processing; Importance of Bench Marking; Case Study: Bench Marking VRS Practices and Compensation Management. Job Analysis: Recruitment and Selection Job Analysis: 6 Steps, Job Description vs. Job Specification, Methods of Collecting Job Analysis Information; Role of Recruitment and Selection: Situational Factors in Recruitment, Recruitment Policy, External and Internal Sources of Recruiting and its Merits and Demerits, Selection Process and its Types, Structured Interview Guide....

Words: 99065 - Pages: 397

Premium Essay


...Nature of HRM Scope of HRM Objectives of HRM Functions of HRM Role of HRM HRM in the New Millennium Summary Self Assessment Questions Reference Books 1.0 Objectives After studying this unit, you will be able to:      1.1 Understand the basic concepts of human resource management (HRM). Explain what human resource management is and how it relates to the management process. Provide an overview of functions of HRM. Describe how the major roles of HR management are being transformed. Explain the role of HRM in the present millennium. Introduction Human beings are social beings and hardly ever live and work in isolation. We always plan, develop and manage our relations both consciously and unconsciously. The relations are the outcome of our actions and depend to a great extent upon our ability to manage our actions. From childhood each and every individual acquire knowledge and experience on understanding others and how to behave in each and every situations in life. Later we carry forward this learning and understanding in carrying and managing relations at our workplace. The whole context of Human Resource Management revolves around this core matter of managing relations at work place. Since mid 1980’s Human Resource Management (HRM) has gained acceptance in both academic and commercial circle....

Words: 92068 - Pages: 369

Premium Essay


...Mantrala (Editors) Retailing in the 21st Century Current and Future Trends With 79 Figures and 32 Tables 12 Professor Dr. Manfred Krafft University of Muenster Institute of Marketing Am Stadtgraben 13±15 48143 Muenster Germany Professor Murali K. Mantrala, PhD University of Missouri ± Columbia College of Business 438 Cornell Hall Columbia, MO 65211 USA ISBN-10 3-540-28399-4 Springer Berlin Heidelberg New York ISBN-13 978-3-540-28399-7 Springer Berlin Heidelberg New York Cataloging-in-Publication Data Library of Congress Control Number: 2005932316 This work is subject to copyright. All rights are reserved, whether the whole or part of the material is concerned, specifically the rights of translation, reprinting, reuse of illustrations, recitation, broadcasting, reproduction on microfilm or in any other way, and storage in data banks. Duplication of this publication or parts thereof is permitted only under the provisions of the German Copyright Law of September 9, 1965, in its current version, and permission for use must always be obtained from Springer-Verlag. Violations are liable for prosecution under the German Copyright Law....

Words: 158632 - Pages: 635

Premium Essay

Global and Transnational Business: Strategy and Management

...Global and Transnational Business: Strategy and Management Second Edition Global and Transnational Business: Strategy and Management Second Edition George Stonehouse Northumbria University David Campbell University of Newcastle-upon-Tyne Jim Hamill University of Strathclyde Tony Purdie Northumbria University Copyright # 2004 John Wiley & Sons Ltd, The Atrium, Southern Gate, Chichester, West Sussex PO19 8SQ, England Telephone (þ44) 1243 779777 Email (for orders and customer service enquiries): Visit our Home Page on or All Rights Reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning or otherwise, except under the terms of the Copyright, Designs and Patents Act 1988 or under the terms of a licence issued by the Copyright Licensing Agency Ltd, 90 Tottenham Court Road, London W1T 4LP, UK, without the permission in writing of the Publisher. Requests to the Publisher should be addressed to the Permissions Department, John Wiley & Sons Ltd, The Atrium, Southern Gate, Chichester, West Sussex PO19 8SQ, England, or emailed to, or faxed to (þ44) 1243 770620. This publication is designed to provide accurate and authoritative information in regard to the subject matter covered....

Words: 155276 - Pages: 622

Premium Essay

Startegic Human Resource Management: Employee Resourcing

...According to the Chartered Institute of Personnel and Development (2015), strategic human resource management (strategic HRM, or SHRM) is an approach to managing human resources that supports long-term business goals and outcomes with a strategic framework. The approach emphases on longer-term people issues, matching resources to future needs as well as macro-concerns about structure, quality, culture, values and commitment. It is necessarily dependent on the evolving nature of work itself. As mentioned by Stone (2013), because human resource management (HRM) seeks to strategically integrate the interests of an organisation and its employees, it is much more than a set of activities relating to the coordination of an organisation’s human resources. HRM is a major contributor to the success of an enterprise because it is in a key position ‘to affect customers, business results and ultimately shareholder value’. Stated by Gratton (2000), ‘The new sources of sustainable competitive advantage available to organisations have people at the centre – their creativity and talent, their inspirations and hopes, their dreams and excitement. The companies that flourish in this decade will do so because they are able to provide meaning and purpose, a context and frame that encourages individual potential to flourish and grow’. Stone (2013) mentioned that HRM is either part of the problem or part of the solution in gaining the productive contribution of people....

Words: 16825 - Pages: 68

Premium Essay

Shrm Questions and Answer

...This requires the organisation to look to recruit people with the rightattitudes, values and cultural fit (all characteristics that are difficult to change) and totrain people in the behaviours and skills that are easily learned.3. Self-managed teams. This is a key requirement for high performance managementsystems as self-managed teams promote...

Words: 11302 - Pages: 46

Premium Essay


...The book will be welcomed by serious students and scholars focussed on this important phenomenon.’ Paul W. Beamish, Canada Research Chair in International Business, Ivey Business School, University of Western Ontario ‘This book provides a comprehensive, well-organized and richly illustrated analysis of inter-firm cooperation. While relevant for managers and business students, it extensively draws on the most up-to-date research, making it also a valuable source for academics studying strategic alliances and the wide array of management issues they raise. Child, Faulkner, and Tallman have done a remarkable job of putting together in a highly consistent way all the knowledge available on what has become an essential facet of business development, namely Cooperative Strategy.’ Pierre Dussauge, Professor of Strategic Management, HEC – School of Management, Paris ‘I highly recommend this book for alliance scholars and practitioners. The breadth of coverage of the practical and theoretical literature on cooperative strategy is one of the book’s primary contributions. The authors demonstrate a comprehensive understanding of the subject matter and the numerous case studies demonstrate a close connection with actual experience.’ Andrew Inkpen, J. Kenneth and Jeanette Seward Chair in Global Strategy, Thunderbird, The Garvin School of International Management ‘Companies need to know not just how to compete with other firms, but how to cooperate with them....

Words: 221089 - Pages: 885

Premium Essay


...Ian Chapman, CIPD course leader, Warrington Collegiate ‘This is a clearly written text which successfully bridges the gap between theory and practice. Coverage of the core modules of the CIPD Intermediate qualification is comprehensive and is a welcome addition to assist students in studying at this level.’ Dr. Margaret Inman, Head of Postgraduate and Professional Studies, Swansea Metropolitan University Developing People and Organisations 'With its clear overview of contemporary debates and rich in case material, this accessible book will help close the theory-practice gap with respect to people and...

Words: 34268 - Pages: 138

Premium Essay

Envirornment Management

...Extract from the Book “ERP Demystified” by Alexis Leon, Publisher: Tata Mc Graw Hill Publishing Co-2008 edition ( by Dileep Kumar, Secretary, Association of Knowledge Workers, Lucknow ) Part 1: Introduction: 1. What is an Enterprise? An enterprise is a group of people with a common goal, which has certain resources at its disposal to achieve this goal. In traditional approach , the organization is divided into different nits based on the functions they perform. These departments function in isolation and have their own systems of data collection and analysis. In enterprise way the entire organization is considered a system and all departments are its sub system, each sub system knows what others are doing , why they are doing and what should be done to move the company towards common goal. If the information that is generated is accurate, timely and relevant, then the systems will go a long way in helping the organization to realize its goals What is ERP? ERP integrates the information system of an organization and automates most of the functions. The activities supported by ERP system include all core functions of an organization, including financial management, human resource management, and operations. Increasingly, ERP vendors are offering “bolt-on” products , such as business Intelligence (BI), Product Life Cycle Management (PLM), Advance Planning and Scheduling (APS),Customer Relationship Management, Supply Chain Management etc Why ERP ?...

Words: 20066 - Pages: 81

Premium Essay

Human Resources Information Syatem

...Results from "The Gap Between IT and Strategic HR in the UK",(June 2006) a study by talent management solutions company Taleo, show a significant disconnect between HR's strategic functions, including talent acquisition and...

Words: 75858 - Pages: 304

Premium Essay


...Chinese prover Key topics * Supply of human resources and demographic changes * Domestic and international labour mobility * Workforce planning * Recruitment, appraisal, training and dismissal * Changes in work patterns and practices: homeworking, teleworking and portfolio work Higher Level extension * Employment rights and legislation * Handy's shamrock organization Note: Higher Level students will need to be able to analyse reasons for changes in work patterns and practices and the consequences for employers and employees. INTRODUCTION Labour is one of the four factors of production. Many theorists argue that people are a firm's most valuable resource. Employing the right people will help a business to achieve its aims and objectives. To do this, a firm needs to use human resource planning, sometimes referred to as workforce planning. This is the management process of anticipating an organization's current and future staffing needs. It includes the number of employees required and the type of worker sought, such as graduates or ICT-literate workers. Anticipating the human resource needs of a firm can be carried out by looking at: * Historical data and trends. Data on trends, such as the rate of change in the size of the workforce over the past few years or the shift to part-time and flexible working hours, can assist management in planning. * Sales and income levels....

Words: 18984 - Pages: 76