Parallel with the changes in the global arena, the qualification of workforce has been changed. The changes of the qualification required a shift from tradition personnel management to human resource management. With the evolution of human resource it has gained many strategies and has characteristics that help HR mangers to work effectively and efficiently. With the 21st century underway, nonprofit, government, and private organizations seek to adapt to an ever-changing professional environment. Within these organizations, human resources, HR, departments face particular challenges. Their role, human resources management, includes the hiring of new employees, the administration of benefits, and the monitoring of regulations.
THE 21ST CENTURY HUMAN RESOURCE CHARACTERISTICS.
Human Resource Management has evolved considerably over the past century, and experienced a major transformation in form and function primarily within the past two decades. Driven by a number of significant internal and external environmental forces, HRM has progressed from a largely maintenance function, with little if any bottom line impact, to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy. Multiple uprising workforces
One major characteristic of human resources management is serving multiple generations within a single workforce. Today, Baby Boomers, Baby Busters, Generation X, and Generation Y staff members may work in the same organization, often with differing needs, expectations, and strengths. For the incoming workforce, the "hired for life" mentality of the past will be obsolete as workers increasingly change employers after 3 to 5 years of work. Placing more emphasis on proper work-life balance, they will be motivated by learning opportunities and positive feedback. To retain these employees, human resources departments must be ready to respond to these needs. Shifting of roles
Human resources departments must adapt to their changing role within an organization. Moving from a traditional to a strategic approach, human resources management in the 21st century will be much more dynamic than in the past. The basic personal functions that characterized traditional human resource management, such as maintenance of personal files and records and the processing of documents will be replaced by a focus on promoting the abilities, skills, and knowledge of employees. HR departments can best prepare for their changing role by adopting a "human investment perspective" that is more active than reactive and that no longer relies on the hierarchical organizational structures of the past. Instead, the focus will be on catering to the needs of consumers and employees and using business strategies in human resources policies and practices. Recruitment Challenges
Recruiting a workforce that reflects today's reality is another challenge for human resources departments. To address the challenge of attracting a new generation of employees, HR professionals can tap into the popularity of the Internet. With online job postings and company websites, human resources departments are now able to conduct around-the-clock recruiting. With this wider scope, recruitment efforts can no longer be limited to the HR department and will increasingly involve numerous departments and actors within an organization. o develop a workforce that reflects the diversity of consumers and clients, HR departments should reach out to minority groups that were discriminated against and excluded in the past. Recruitment strategies can include the use of minority recruiters, targeting universities with high minority enrollment, and forging relationships with minority organizations Technological Advancement
The economic landscape has undergone radical changes throughout the 1990s with Increasing...