Trends And Challenges

Trends and Challenges

Human resources departments have existed for approximately 100 years. Previously known as personnel departments, organizations' departments specializing in the management of people assets have evolved through the years to address many issues. Change in labor laws, introduction and advancement in technology, and the way humankind has evolved has forced many trend changes in human resources management (HRM). In today's organizations, HRM has many functions and roles (Brannen, 2000). According to Dalton E. Brannen, Professor of Management in the college of business administration at Augusta State University, human resources management departments include the administrative role of processing benefits keeping employee records (Brannen, 2000). HRM also "...is required to develop and operate training, recruitment and safety programs." (Brannen, 2000, pp. 1-3). With the many changes that have occurred throughout the years, HRM challenges for effectiveness and efficiency have also multiplied. This study will address four important topics HRM departments face in today's organizations: how a complete performance management system is differs from an annual performance appraisals; advantages of managing turnover in companies; contemporary safety and health management issues, and future trends and challenges in the workplace will be discussed.

The process of analyzing employee performance has been a source for companies to determine how well an employee is performing at his job. This is how raises, promotions, and whether to keep an employee or let them go can be decided. Traditionally employee evaluations are done by managers or supervisors who annually assess the performance of employees of the company in their management. Appraisals are done by managers or supervisors writing on an appraisal form his or her view or opinion of the employees performance at there job. The appraisal is comprised mainly of areas they feel the employee should improve on. This leaves the employee feeling devalued and upset in most cases.

Performance management systems are set in place to fulfill three purposes, strategic, administrative and developmental objectives of the organization. Administrative purpose helps determine salary, benefits and recognition programs. Strategic purpose is effective management to help the organization meet its objective. Developmental purpose is developing employees' knowledge and skill. The process of performance management consists of more than just simple appraisals, it extends to defining performance, measuring performance, and feeding back performance information. Defining performance is being clear as to what task is being evaluated and what is relevant to the company. Measuring performance is determining what performance or aspects of performance are needed by the company. Feedback managers give employees information about their performance so they can adjust their behavior to meet the company's goals. Performance management system is a much clearer cut and defined approach to evaluating employee performance. Appraisal s done in this manner is more productive to the employees and is aimed at reaching the companies goals. Both the employees and the company come out better with a set organized system for determining an employees' performance.

Managing turnover in an organization can be a defining situation to the organization. The advantage of employee retention can have a huge impact on an organization. Employee turnover can effect the organization financially, help retain customers, and keep experienced workers. Research has found that organizations that have satisfied employees and low turnover tend to retain customers and perform better. Loyal employees lead to loyal customers which maintain the financial stability of the organization. The financial impact of low turnover in an organization is the cost of training and processing a new employee. Drug test, benefits, training and production can be costly to and organization. If turnover is high it can become a huge expense to the organization which can have a huge effect on the organizations bottom line. Retaining employees also help the organization by creating more experienced workers .The longer an employee is with the company the better he or she become at their job. The cost of training a new employee can be quite costly and the productivity level is lower.

Safety and health issues are a major responsibility of HRM departments. According to Fundamentals of human resource management, there were approximately 15,000 work-related deaths per year. (Noe, at al., 2003). Congress enacted the Occupational Safety and Health Act (OSH Act) in 1970 to provide employee safety. OSHA further authorized the federal government "...to establish and enforce occupational safety and health standards for all places of employment." (Noe, Hollenbeck, Gerhert, & Wright, 2003, chap. 3). HRM officials are responsible for the proper implementation of these laws to ensure that the workplace environment is safe and employees are properly protected. No longer is safety and health emphasized only in the obvious dangers in the workplace, like the proper use of legs when lifting or correct posture when reaching for materials. One example is how rapid changes in technology have had a major impact in HRM; just as hardware technology and software applications have facilitated the automation of many functions, the repetitive nature of many of its functions can cause injuries such Carpal Tunnel Syndrome. One of today's human resources professionals' functions as the role of coaching managers and supervisors is to promote a safe and healthy work environment that fosters optimal performance, well-being, injury and illness prevention. Strong understanding of health and safety roles and responsibilities, federal and state laws, and pertaining information that support these processes is of the utmost importance.

The 21st century will bring various trends and challenges to organizations worldwide. According to Goldsmith (2005), several issues, such as decentralization, globalization, and rapid development of technology, will challenge the organizations HRM functions and responsibilities. Management's