Globalization -----------------------------------------------------------------------------------------------------------------------HRM must be prepared to deal with the effects of the changing world of work.

This means understanding the implications of globalization, technology changes, workforce diversity, labor supply, continuous improvement programs, employee involvement and ethics. Let's look at how these changes are affecting HRM goals and practices Globalization Globalization is a process of interaction and integration among the people, companies, and governments of different nations, driven by international trade and investment, accelerated by information technology. This aspect of globalization has also affected the HRM in the business world of today. The most important factor that organizations are made up of People, and since HRM is the set of activities which deals with the people factor present in any organization, this change has affected The Human Resources Management itself a lot. Human resources manager of today must ensure that employees with the appropriate mix of knowledge, skills and cultural adaptability are available and ready to handle global assignments. Human resource managers need to understand societal issues that might affect operations in another country. As well HR managers need to understand the laws, values, morals, customs, political and economic systems of different countries, they send their employees to and operate in. As I am working in a multinational telecommunications organization the following challenges are being faced by HR managers in terms of globalization: Managing diversity of workforce Managing Outsourcing of employees More part-time and temporary work Managing productivity and Quality Coping with flexible working hour Managing different types of contracts

The changing world of Technology Technological advances make the organizations more productive and help them create and maintain a competitive advantage.
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Technology has enhanced the production process as well as better servicing to the customers. It also led to the provision of better and more useful information. Technology has had a positive effect on internal operations for organizations, but it also has changed the way human resource managers work. HRM professionals have become the primary source of information in many organizations. Technology has changed the way human resource managers work. They can disseminate information more quickly. Members can do their work any place, any time in decentralized work sites. Managers can better facilitate human resources plans, make decisions faster, more clearly define jobs, and strengthen communications with both the external community and employees. It affected recruiting, employee selection, training and development, ethics and employee rights, motivating knowledge workers, paying employees market value, communications, decentralized work sites, skill levels, and the legal concerns.

In my organization the HRM use the video conference technology tool to interview and assess the pool of candidates nominated to join us. As well we use the Intranet, VOIP calls and Messaging to communicate easily with very cheap cost. The Human Resources Department uses technology and Web based training to deliver training programs and help employees develop their skills, language wherever they are and whenever they have the time to concentrate on the material. Workforce Diversity Workforce diversity: The varied personnel characteristics that make the workforce heterogeneous. Organizations used to take a melting-pot approach to personnel diversity; however, today, employees do not set aside their cultural values and lifestyle preferences when they come to work. The challenge is to make organizations more accommodating to diverse groups of people by addressing different lifestyles, family needs, and work styles. In other words, they are recognizing and celebrating differences. Diversity has caused employers to adapt their human resource practices to reflect those changes.

My organization is a diverse and always adapts their HR practices to reflect this change. For example the HR department organizes training programs to learn how to build teams integrated together and how to work in diversity.
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Labor Supply Downsizing: An activity in an organization aimed at creating greater efficiency by eliminating certain jobs. Outsourcing: Sending work outside the organization to be done by individuals not employed full time with the organization. Contingent workforce: The part-time, temporary, and contract workers used by organizations to fill peak staffing needs or perform work not done by core employees. From the human resource manager perspective, each contingent worker may need to be treated differently in terms of practices and policies. Human resource managers must make sure that contingent workers do not perceive themselves as second-class workers. Human resource managers must motivate the entire workforce -full-time and temporary employees- and to build their commitment to doing good work. HR managers confront HRM issues as having these virtual employees available when needed, providing scheduling options that meet their needs, and making decisions about whether benefits will be offered to the contingent workforce. HR managers must also give a thought of how to attract quality temporaries, orient, pay and benefit them. They also must be prepared to deal with conflicts between core and contingent workers. In my organization The HR play a vital role to reduce the gap between core and contingent employees through delivering fair salary and benefits as well as lunching a program titled 1 Team aims to work as one team without distinguish. Continuous Improvement Programs Quality management: Organizational commitment to continuous process of improvement that expands the definition of customer to include everyone involved in the organization. Continuous improvement: Organizational commitment to constantly improving the quality of products or services (the Japanese term is kaizen). Work process engineering: Radical and quantum change in an organization. HRM must prepare individuals to change and help affected ones to overcome barriers to change. HRM must train employees in these new processes and help them attain new skill levels that may be associated with the new, improved operations.

Employee Involvement This includes delegation, participative management, work teams, goal setting, employer training, and empowering of employees.
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Useful employee involvement requires demonstrated leadership, as well as supportive management. Additionally, employees need training. Workers need to understand new job designs processes.

Ethics Ethics: A set of rules or principles that defines right and wrong conduct. Right and wrong behavior is difficult to determine. A code of ethics: A formal document that states an organizations primary values and the ethical rules it expects organizational members to follow.

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