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Introduction
It has been observed that human resource practices are characterized by certain designs and changes based on trends in the working environments. Consequently, the effect of a particular trend has resulted into implementation of a particular human resource management approach to ensure the intended purpose of effective management is realized.
A number of trends have been observed to contribute to the changes in human resource management and their impacts explained on the basis of staffing, training and development, salary allocation, promotion as well as career planning.
Discussion
Increasing health regulation by government has affected the manner in which human resource management takes place in terms of provision of free health care for employees at work place. Where such services are not offered for free, there has been need for the organization to allocate some resources for accomplishing this purpose.
Aging workforce has ensured that positions occupied by older people are advertised so that when they retire, new employees take over from where they have left. Thus, human resource personnel have to ensure that any aged employee is replaced at the right time through recruitment and training (Rothwell, 2010).
The trend of increasing and outsourcing employees or leasing employees has been applied in situation where the workforce needs to be obtained from a different place or when specific skills which are not available in an organization are needed.
Increasing diversity has ensured that a particular type of people is considered when providing employment opportunities. For instance, when a company wants to employ more women than men, there will be need to ensure that more women vacancies are advertised compared to men.
The trend of recruitment of multigenerational workforce has been observed to take effect where a company needs to recruit employees of various ages in different capacities. Companies that need to recruit more youth may need to advertise the maximum age for the applicants in order to prevent certain age groups from dominating the work force (Bernardin, 2002).
There has also been the need to increase the use of social networks in areas such as job advertisement and employee motivation. As a result, human resource administrators have made their accessibility possible in organizations to assist employees in accessing information regarding the company. It has also ensured vacant jobs are posted on social networks to ensure more potential employees get access to them.
When the trends of employment requires that foreign employees are recruited, human resource managers have always ensured that they advertise the vacancies by making sure potential foreigners are reached. This has made the personnel in the human resource departments to focus their resources on such channels as internet and online applications to enable applicants from other countries make their applications (Barry and Hollenbeck, 2005).
Global warming has contributed to recruitment of staff with pollution management skills to assist the company in making decisions regarding environmental management. These experts have been assigned the task of monitoring the levels of pollution in these companies and provide the right advice for regulation of amount of pollutants.
Shortages of labor in a particular field of employment have ensured that human resource department allocate sufficient resources are channeled towards recruitment, training and orientation of employees in these areas.
Stagnant economic growth in the U.S and the entire world has ensured that human resources are channeled to areas where there is possibility of slow growth in an organization. The resources have been allocated for advertisement of goods and services, customer care improvement and quality products and services provision.
References
Barry, G. & Hollenbeck, S. (2005) Fundamentals of Human Resource Management. London: McGraw-Hill/ Ryerson Limited.
Bernardin, G. (2002). Human resource management: an experiential approach. London: London: McGraw-Hill/Irwin.
Rothwell, W. (2010). Human Resource Transformation: Demonstrating Strategic Leadership in the Face of Future Trends. New York: Nicholas Brealey Publishing.
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