Human resource management is a process oI bringing people and organizations together so that

the goals oI each other are met. The role oI HR manager is shiIting Irom that oI a protector and
screener to the role oI a planner and change agent. Personnel directors are the new corporate
heroes. The name oI the game today in business is personnel. Nowadays it is not possible to
show a good Iinancial 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 Ior Iuture skill mapping through proper HRM initiatives.
Indian organizations are also witnessing a change in systems, management cultures and
philosophy due to the global alignment oI Indian organizations. There is a need Ior multi skill
development. Role oI HRM is becoming all the more important.
Some oI the recent trends that are being observed are as Iollows:
1. The recent quality management standards ISO 9001 and ISO 9004 oI 2000 Iocus more on
people centric organizations. Organizations now need to prepare themselves in order to address
people centered issues with commitment Irom the top management, with renewed thrust on HR
issues, more particularly on training.
2. Charles Handy also advocated Iuture organizational models like Shamrock, Federal and Triple
I. Such organizational models also reIocus on people centric issues and call Ior redeIining the
Iuture role oI HR proIessionals.
3. To leapIrog ahead oI competition in this world oI uncertainty, organizations have introduced
six- sigma practices. Six- sigma uses rigorous analytical tools with leadership Irom the top and
develops a method Ior sustainable improvement. These practices improve organizational values
and helps in creating deIect Iree product or services at minimum cost.
4. Human resource outsourcing is a new accession that makes a traditional HR department
redundant in an organization. Exult, the international pioneer in HR BPO already roped in Bank
oI America, international players BP Amoco & over the years plan to spread their business to
most oI the Fortune 500 companies.
5. With the increase oI global job mobility, recruiting competent people is also increasingly
becoming diIIicult, especially in India. ThereIore by creating an enabling culture, organizations
are also required to work out a retention strategy Ior the existing skilled manpower.
NEW TRENDS IN INTERNATIONAL HRM
International HRM places greater emphasis on a number oI responsibilities and Iunctions such as
relocation, orientation and translation services to help employees adapt to a new and diIIerent
environment outside their own country.
O Selection oI employees requires careIul evaluation oI the personal characteristics oI the
candidate and his/her spouse.
O Training and development extends beyond inIormation and orientation training to include
sensitivity training and Iield experiences that will enable the manager to understand
cultural diIIerences better. Managers need to be protected Irom career development risks,
re-entry problems and culture shock.
O To balance the pros and cons oI home country and host country evaluations, perIormance
evaluations should combine the two sources oI appraisal inIormation.
O Compensation systems should support the overall strategic intent oI the organization but
should be customized Ior local conditions.
O In many European countries - Germany Ior one, law establishes representation.
Organizations typically negotiate the agreement with the unions at a national level. In
Europe it is more likely Ior salaried employees and managers to be unionized.
HR Managers should do the following things to ensure
success-
O &se workIorce skills and abilities in order to exploit environmental opportunities and
neutralize threats.
O Employ innovative reward plans that recognize employee contributions and grant
enhancements.
O Indulge in continuous quality improvement through TQM and HR contributions like
training, development, counseling, etc
O &tilize people with distinctive capabilities to create unsurpassed competence in an area,
e.g. Xerox in photocopiers, 3M in adhesives, Telco in trucks etc.
O ecentralize operations and rely on selI-managed teams to deliver goods in diIIicult
times e.g. Motorola is Iamous Ior short product development cycles. It has quickly
commercialized ideas Irom its research labs.
O ay oII workers in a smooth way explaining Iacts to unions, workers and other aIIected
groups e.g. IBM , Kodak, Xerox, etc.
HR Managers today are focusing attention on the following-
a) Policies- HR policies based on trust, openness, equity and consensus.
b) Motivation- Create conditions in which people are willing to work with zeal, initiative and
enthusiasm; make people Ieel like winners.
c) Relations- Fair treatment oI people and prompt redress oI grievances would pave the way Ior
healthy work-place relations.
d) Change agent- Prepare workers to accept technological changes by clariIying doubts.
e) Quality Consciousness- Commitment to quality in all aspects oI personnel administration will
ensure success.
ue to the new trends in HR, in a nutshell the HR manager should treat people as resources,
reward them equitably, and integrate their aspirations with corporate goals through suitable HR
policies.
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