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Presentation on the Article:

Challenges and opportunities


affecting the future of human
resource management
WRITTEN BY DIANNA L. STONE & DIANA L. DEADRICK

About the authors


Dianna

L. Stone

Visiting Professor of Research


University at Albany
Departments of Management

Diana

L. Deadrick

Professor (Associate)
Old Dominion University
Department of Management

Purposes of the Article

Examine some of the challenges and opportunities


that should influence the future of HR.

Provide an overview of the very interesting articles


included in the special issue.

Abstract

Today, the eld of Human Resource Management (HR) is experiencing


numerous pressures for change. Shifts in the economy, globalization,
domestic diversity, and technology have created new demands for
organizations, and propelled the eld in some completely new
directions. However, we believe that these challenges also create
numerous opportunities for HR and organizations as a whole. Thus, the
primary purposes of this article are to (a) examine some of the
challenges and opportunities that should influence the future of HR, and
(b) provide an overview of the very interesting articles included in the
special issue. We also consider implications for future research and
practice in the eld.

Methodology

This is a literature review article.

The methodology of data collection is straight forward.

Authors have extensively studied different recent published articles which


forecast the future of HRM and then prepared this article based on those
insights.

Journals they have reviewed include (but not limited to):

Journal of Managerial Psychology

Human Resource Management Review

Applied Psychology

Journal of International Business Studies

American Psychologist etc.

Objectives of HRM

01

02

03

04

Acquisition

Development

Motivation

Maintanence

Recruitment & Selection

Training & Development

Benets & packages

Health & Safety etc.

Challenges &
Opportunities
Change from a manufacturing to a service or knowledge economy
.

Knowledge organizations tend


to design jobs broadly to
encourage innovation,
autonomy, continuous
improvement, and participation
in decision making.

These new job requirements


have created a shortage and
increased competition for
talented workers in many
elds.

Eg. software engineering,


nursing etc.

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Because the skills and abilities


of knowledge workers are key to
the success of new
organizations, the
transformation to a knowledge
economy provides opportunities
for the HR function to become a
priority in organizations.

Challenges &
Opportunities
Rise in globalization

Differences in language and


culture of employees, and
variations in social, political and
legal systems etc. creates
challenges for global
organizations.
How to create consistent HR
practices in different locations?
How to develop a coherent
corporate culture?
How to prepare managers to work
in a diverse cultural environment.

Globalization will expand


markets for products and
services.

It will enhance creativity and


innovation because
organizations will become more
culturally diverse.

Research showed consistently


that diversity increases
innovation and creativity, and
this should also apply to the eld
of HR.

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Challenges &
Opportunities
Growing domestic diversity
.

Organizations will be faced with


the complex challenge of
aligning reward and
compensation systems with the
values of multiple generations.

By 2043, US will be a Hispanic


majority country. Hispanics
endorse collective values,
whereas Anglo-Americans
value individualism.

HR will face challenges to


adapt its practices according to
the needs of these diverse
generations and ethnic groups.

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With these diverse generations


and ethnic groups, comes
diverse opportunities for
organization to display their
skills and talents.

It will help organization to


reach border markets for their
products and services.

They will prompt organizations


to develop new HR practices to
meet the needs of all members
of the workforce.

Challenges &
Opportunities
Emerging use of technology
.

Information technologies are


often do not allow applicants or
employees to ask questions or
gain advice from HR
professionals.

The use of technology for training


may be less engaging than
traditional methods, and may not
give trainees the opportunity to
practice or gain feedback.

Technology may transfer the


work of HR departments to line
managers or employees, which
may reduce overall productivity
in organizations.

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New technologies will emerge


that should decrease some of
the major drawbacks associated
with current systems.

Technology often decreases the


administrative burden in HR,
increases efciency, and allows
the eld to contribute to the
strategic direction of
organizations.

It may also enable organizations


to make better HR decisions
based on objective information or
decision support systems

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Overview of the articles in special issue

1.

Jeanette Cleveland, Zinta Byrne, and Tommy Cavanagh

2.

Ann Marie Ryan and Jennifer Wessel

3.

Successful organizations are built upon the foundation of successful individuals.


Changes in globalization and diversity, technology mediated relationships
individual psychological contracts and service-related jobs may change the
social comparison process.

Mick Marchington

In its desire to be accepted by senior management, the eld of HR is in danger of


losing its focus.

Overview of the articles in special issue


(cont.)
David Ulrich and James Dulebohn

4.

In the future, the eld will need to connect HR to a broader business context, and
create value by aligning HR services and activities to meet the needs of external
stakeholders.

Debra Cohen

5.

The eld has come a long way from the profession of welfare secretary but the
nature and development of competencies in the eld must be addressed if HR is to
reach its true potential as a strategic business leader.

6.

Dianna Stone, Diana Deadrick, Kimberly Lukaszewski, and Richard Johnson


4.

Information technology has had a profound effect on HR processes, and it will


continue to have a major inuence on HR in the future.

Expectations & Recommendations

HR practices will employ broad based recruiting to ensure that they uncover skilled applicants,
design jobs to emphasize autonomy and participation in decision-making

HR in global contexts will have to use creative solutions for attracting, motivating, and
retaining diverse employees.

HR may have to use unique rewards systems (e.g., cafeteria or exible reward systems) to
ensure that they meet the needs of workers from different cultural backgrounds.

Organizations will need to develop HR practices that are aligned with the primary goals and
the values of multiple generations of employees.

Organizations will have to modify their HR practices in order to attract and retain skilled
members of all age groups.

The use of virtual reality should provide applicants with opportunities to attend virtual job fairs,
give supervisors the ability to mentor subordinates, and offer trainees the chance to participate
in virtual training simulations.

Thanks a lot