Introduction
As industries shift toward digitalization and globalization processes, there is an urgent need for human resource management (HRM) to adapt to new realities. It means that managers should find innovative ways to attract talented professionals and improve retention rates in their companies. Furthermore, to achieve these goals, HRM specialists need to carefully analyze their organizations’ objectives and implement effective strategies. Ultimately, the current essay identifies five of the most critical emerging globalization trends in HRM and provides a personal reflection on the topic.
Globalization Trends Overview
There are multiple emerging trends in HRM due to digitalization and globalization processes. It is necessary for managers to clearly understand the need for organizational transformation and adopt innovative approaches. Hence, the first critical trend is the shift toward strategic talent management, which differs from conventional HRM practices in preliminary analysis (Ahammad et al., 2018). In other words, managers need to carefully evaluate the strengths/weaknesses of the organization, identify the key positions, and adjust their practices accordingly (Ahammad et al., 2018). The second emerging trend is the shift toward improving the organizational retention rate by focusing on employees’ needs. Relevant training & development, emphasis on mental health, career planning, skill audits, and effective reward systems are practical instruments in HRM (Glaister et al., 2018). The mentioned two trends are highly helpful in attracting and retaining competent specialists.
The third emerging tendency in HRM practices is the increased focus on diversity and the promotion of equity in the workplace through involvement. Ng and Sears (2020) discuss how CEO engagement can positively affect moral values in the organizational culture and create enduring values. According to this HRM trend, CEOs and senior managers play a crucial role in improving diversity through their own behaviors and sets of beliefs (Ng & Sears, 2021). The fourth trend emerging due to globalization issues is the green HRM approach, which focuses on environmental problems through the lens of recruitment and training of employees (Darvishmotevali & Altinay, 2022). It generally emphasizes the servant type of leadership, promoting the idea that every individual is responsible for the planet’s health. It stimulates pro-environmental behavior among employees through a large variety of policies and awareness lectures in order to improve everyone’s understanding of sustainability (Darvishmotevali & Altinay, 2022). This approach is particularly effective in specific industries, such as tourism and social services.
Considering recruitment practices specifically, there are multiple emerging trends as well. Hiring is a critical part of HRM practices, and it is essential to implement innovative strategies to attract specialists. According to SkillGigs, Inc. (2019), one of the most crucial approaches is the automation of recruitment tools to make the candidate selection process more accurate and find the most appropriate people for the job. It utilizes multiple innovative technologies, such as artificial intelligence (AI) and predictive hiring analysis, to help HR managers make thoughtful and weighted decisions (SkillGigs, Inc., 2019). Ultimately, the examined five policies are some of the most critical emerging globalization trends in HRM.
Assignment Reflection
If I were to rank the mentioned trends in terms of their significance to my organization, I would choose the following hierarchy: focus on employees’ well-being, strategic talent management, CEO engagement, green HRM, and automation of recruitment tools. I might be slightly biased, but from the perspective of an employee, I believe that it is critical to help workers with their problems and emphasize their mental health. This approach can significantly improve one’s productivity and have a positive impact on the organization. That is why I am pleased that my organization implements this policy and helps employees in a large variety of areas, including counseling, thorough feedback systems, and a fair system of rewards. In general, I see all mentioned trends in my organization to some extent, except for green HRM.
The organization I work in determines the importance of these policies through comprehensive employee feedback and analysis of emerging trends. Senior managers are engaged in team communication and have a clear understanding of the workers’ needs and objectives. We have a high retention rate, and most employees are satisfied with working conditions, and I believe it significantly contributes to the organization’s success. In turn, transparent communication and a sense of teamwork allow senior and HR managers to evaluate organizational performance and determine which trends are critical for further development. Lastly, I would like the company to embrace green HRM since I do notice that some people do not fully understand the concepts of social and environmental sustainability. I believe that this approach can help further improve employee morale and contribute to positive and meaningful change.
Conclusion
Implementing innovative HRM trends and policies can significantly improve organizational culture and performance. Depending on the company, the value of each of the examined tendencies might vary, but all of them can contribute to the organizational success to an extent. In my organization, I particularly notice attention toward employees’ well-being and CEO engagement, and I believe it has a positive impact on overall productivity and motivation levels. I would like to see senior managers put more effort into green HRM policies, and I hope that my organization implements more practical HRM trends in the future.
References
Ahammad, M. F., Glaister, K. W., Sarala, R. M., & Glaister, A. J. (2018). Strategic talent management in emerging markets. Thunderbird International Business Review, 60(1), 5-8. Web.
Darvishmotevali, M., & Altinay, L. (2022). Green HRM, environmental awareness and green behaviors: The moderating role of servant leadership. Tourism Management, 88, 104401. Web.
Glaister, A. J., Karacay, G., Demirbag, M., & Tatoglu, E. (2018). HRM and performance – The role of talent management as a transmission mechanism in an emerging market context. Human Resource Management Journal, 28(1), 148-166. Web.
Ng, E. S., & Sears, G. J. (2020). Walking the talk on diversity: CEO beliefs, moral values, and the implementation of workplace diversity practices. Journal of Business Ethics, 164, 437-450. Web.
SkillGigs, Inc. (2019). Top 13 recruitment trends of 2019 | Hiring made simple. [Video]. YouTube. Web.