The Emerging Trends In Human Resource Management Information Technology Essay

Human resource management is a process of bringing people and organizations together so that the goals of each other are met. Human resource (or personnel) management, in the sense of getting things done through people. It’s an essential part of every manager’s responsibilities, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently.
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The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game today in business is personnel. Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order.

Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. This calls for future skill mapping through proper HRM initiatives.

With the continuous increasing competition and countries becoming global, the Organization’s concept for HR has changed. It’s the need of the time to consider the employees as the resource. The organization which are working on the principle of Attracting, Managing, Nurturing and Retaining their employees are moving ahead with the competition and are having competitive advantage over other organizations. The employees are being involved in the workings of the organizations, and their efforts are recognized and rewarded.

“People are our most valuable asset” is a cliché which no member of any senior management team would disagree with. Yet, the reality for many organizations is that their people remain

under valued

under trained

under utilized

poorly motivated, and consequently

perform well below their true capability

The rate of change facing organizations has never been greater and organizations must absorb and manage change at a much faster rate than in the past. In order to implement a successful business strategy to face this challenge, organizations, large or small, must ensure that they have the right people capable of delivering the strategy.

As organizations vary in size, aims, functions, complexity, construction, the physical nature of their product, and appeal as employers, so do the contributions of human resource management. But, in most the ultimate aim of the function is to: “ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs”, that is, neither overstaffed nor understaffed in total or in respect of any one discipline or work grade.
EMERGING TRENDS:

Following are the emerging trends in human resource management

Human Resource outsourcing

Six Sigma Practices

Work/Life Balance

Talent Management
OUT SOURCING:

Outsourcing means, shifting or delegating a company’s day to day operations or business processes to an external service provider; of course done in anticipation of better quality, lower rates and in a sense getting an edge over one’s competitors. To be more precise; Outsourcing is the work done for a company by people other than the company’s full time employees. Now these people could be anywhere and they might have their offices in any part of the world, speaking a different language and working in a different time frame. That’s the reason why selecting your outsourcing destination becomes so very important.

Outsourcing is the process by which an organization contracts with another individual or company to get some of its work done. Viewed this way, most organizations go for some kind or other of outsourcing. Generally it is non-core aspects of the business that are outsourced.

The firms that offer the services thus required are called service providers or third-party providers. Businesses may thus tie up with service providers for either individual processes or whole projects or operations.
HUMAN RESOURCE OUTSOURCING

Human Resource Outsourcing is a process in which a company uses the services of a third party to take care of its HR functions. A company may outsource a few or all of its HR related activities to a single or combination of service provides located in offshore destinations like India, China, Philippines, etc.

Rapidly changing market dynamics and global competitive pressures have caused organizations to spend more time focusing on their core business. Organizations are fast realizing that they can’t be all things to all people. So companies now, be it a software company, a service provider or a manufacturing firm, decide what they are good at and outsource everything else, i.e., focus on their core competency, and let someone else do the rest in a more efficient and cost-effective manner.

As a result, human resources outsourcing is becoming increasingly prevalent. The number of companies outsourcing HR activities continues to rise, and the scope of outsourced HR activities continues to expand. HR outsourcing can happen in HR functions, like payroll administration (producing checks, handling taxes, dealing with sick-time and vacations), employee benefits (Health, Medical, Life insurance, Cafeteria, etc), human resource management (hiring and firing, background interviews, exit interviews and wage reviews), risk management, etc. Outsourcing has become a common response to manage people and technology resources strategically, enhance services, and manage costs more effectively.It includes HR recruiting outsourcing helps cut costs, helps concentrate on core business and most importantly helps in ensuring employee satisfaction. By Human Resource Outsourcing companies can save huge amounts of money and be free of complications that are otherwise involved in maintaining an internal HR department. By doing so, companies can concentrate on their core competencies saving their valuable time and resources. Some industry sources believe that Human Resource Outsourcing is the future, making the next generation of in-house professionals simply integrators of the company’s outsourced services.
SERVICES OFFERED BY HR OUTSOURCING:
Maintenance of personnel records

Annual review and revision of employee handbook

Audit of HR strategies, policies and procedures

Implementation of employment/termination procedures

Job description process

Exit interviews

Employee development program

Performance management process

On-site support

Employee retention programs

Long term incentive/equity stock option programs

Employee Morale Building

Compensation plan review
Recruiting services

Retained Search

Job Description Development Strategy

Ad Placement

Applicant Screening

Reference and Background Check

Candidate Interviews and Recommendations

Development and Coordination of Offer

Integration of New Hire
HR management services

Compensation plan review and analysis

Culture development

Due diligence/Acquisition planning

Incentive and retention programs

Executive Coaching

Succession Planning
Benefits administration

Brokerage Services

Custom Benefit Plan Strategies and Design

Benefit analysis, cost control and reduction recommendations

Development of Employee Communications

Eligibility and Enrollment Services

Employee claims resolution

Monthly invoice audit and reconciliation

On-line employee access to benefits information
Payroll services

Employee self-service features

Payroll processing and reporting

Payroll tax reporting

Time off tracking

Online benefits enrollment
MEASURES OF SUCCESSFUL OUTSOURCING

The HR department traditionally has been a cost-consuming function, but is now slowly contributing significantly to a company’s bottom line. This has led to outsourcing tasks like payroll, benefits, education/training, recruiting, personnel administration, organizational development and workforce management.

The outsourcing market is beginning to see HR as a preferred choice. A Gartner Focus Report (Outsourcing: Time to Deliver Results) echoes that thought: “Only those companies ready to address the necessary transformation of their HR processes will find that outsourcing will bring access to world-class processes, competitive advantage, and increased shareholder value.”

Technology compatibility, confidentiality and cost are other challenges that both sides must work on. Mutual trust is critical, as it’s a long haul commitment. It is imperative that senior management are involved right from the beginning and also drives the initiative. In addition, a clear understanding of requirements and expectations from both sides is an important platform in building the relationship. Compatibility in culture and values along with an open and flexible approach go a long way in ensuring that the outsourcing venture is a successful one.

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