This report will vive detailed examples of the changing roles of HRS In response to globalization, technology, diversity, e-business, and ethics. To promote the success of an organization HRS must identify the mission, vision, values, goals, and action plan in place to obtain each. The role of HRS is now an immense part of the organizations identity and will play an imperative role in the achievement of the organizational mission. Globalization Is a recent role HRS has assumed to make organizations successful abroad. When globally an organization It Is the responsibility of HRS to develop cross-cultural competencies.
Foreign competition and oversees trade has forced organization to become more culturally sensitive and globally minded; thus falling in the HRS assigned duties. The terminology used by HRS to describe globalization is accepting that cultural diversity in management composition and management style contributes to the competitive advantage of the global agency. “Effective globalization calls for the pursuit of a number of management approaches that, on paper, may seem contradictory, but that can truly be effective only through their simultaneous and balanced application” (Pan SKU, 2009).
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The HRS department revised step-by-step procedures for developing and managing people until comfortable with cultural diversity. The task of managing a workforce to think, act, and lead on a global perspective is the tools HRS provides globally. The immense amount of globalization has caused HRS to change roles, taking on more responsibility In the organization’s achievement. Globally experienced HRS managers and professionals are a sought-after commodity in business today. Managers and professionals in HRS deal with technology out of necessity of daily duties. Organizations are now using goal expectations on the effective use of technology.
Internal and external customers are demanding viable technological advances from HRS professionals to reach organizational goals. The HRS department will have to devise ways on training staff to use and manage the new technological advances friendly and functional so HRS managers can focus on human issues. Technology has provided numerous advances in the hiring and training process. Technology has giving the HRS department the ability to search applications of a vast amount of applicants; therefore giving the organization a better opportunity to find highly qualified applicants.
Technology will make training for HRS managers as simple as a press of a button, sending electronic training seminars to every employee with computer access. Technology has made HRS professional wear more hats but will eventually provide HRS managers to manage people. The labor force in the United States continues to become more diverse. HRS managers must adapt to the changing role of diversity to provide the most competitive and productive employees to an organization. The responsibility of recruiting and placing a diverse workforce in an organization is the responsibility of HRS managers.
The best tool HRS managers can use for diversity is market segmentation for race, gender, and age. Market segmentations can help organization on how race influences marketing and an organization in a productive positive respect. All organizations must embrace diversity to be successful in today’s competitive environment. It is the responsibility for HRS personnel to ensure that diverse people can make the contributions that their organizations need. E- business has changed the technique in which HRS management conducts business. All HRS functions are drastically altered by the progress of e-business.
HRS will assist an organization success by adapting to e-business changes to capitalize on the benefits of e-business. The increases use of web-based resources and electronic/ Internet transitions will force HRS professionals to revise the way business is conducted. The most important role of HRS in relation to the changing role Off- business is to realize that organizations employees are those mainly affected by changes in procedure. The responsibility of HRS when facing the changing role of e- business is to support, train, and lead employees to become successful.
Technology ill continuously change but organizations best asset are the people they employ. No matter how technical dependent industries become the relevance of HRS is needed to transition people into the e-business generation. The social responsibility of HRS is crucial to the ethics of any organization. The HRS professional must assume the leadership role concerning ethics in the organization. HRS must create a business culture to support ethics while staying competitive in the marketplace.
Balancing the needs of the consumers for high quality low price products, the needs of the organization by minimizing cost maximizing production, and meeting the demands of society to run an ethical fair business; therefore meeting all government, environment, and business regulations is a very difficult task. Balancing customer, employee, and stockholders needs with the factors of globalization, technical innovation, and an unstable economy can prove difficult for the best HRS managers. The HRS manager must create and promote the organization’s business culture and ethical policy as it relates to organizational leaders.
HRS has a role to support organizational culture in response to ethics. The Human Resources function is the last level of pure bureaucracy staying in touch with the human element. The HRS function is no longer available to serve executive agendas; thus serving the agenda of the whole organization. The changing role of HRS management in response to Resources professional to fill many roles, but the most important function of HRS is meeting the needs of people. The organizations most important asset is employees and the employees rely on Human Resources professionals to help achieve organizational goals.