The Global context for HRM (Lecture 8)

The world is changing in many ways and so much preliminary global environment changes could be noted in past years to technology, business, transportation, social and even cultural changes.

Similarly, Human Resources Management also own part of change from the conventional practice. It was specified that ‘‘Over the last thirty years HR organizations have gone through several transformations, moving form an operational role (the ‘Personal department’) to one of HR as a service center to one focused on driving talent outcomes’ (Bersin, 2015).

When going through the below diagram of Shiwen, (2014) it is clearly mentioned transformations of personal management to talent management that explains evaluation of the HR function.

Figure i: The Role & Scope of HR Positions: Shiwen, (2014)

Source: http://www.hrinasia.com/general/the-role-scope-of-hr-positions/

According to Ulrich and Brockbank, (2005) role of a HR Manager is sprouting with the vast changes in competitive market environment and it involves a more strategic role in the success of an organization. The designation change from Chief HR Officer to the new Chief change officer, its self explains the perspectives. It is said that “HR Professionals as change agents have the responsibility to ease the charges in the organization and protect employees”.

Impact of Globalization on Human Resource Management

Various new technologies have developed that are helpful for human resource professionals to manage the processes involved in globalization but there are also certain challenges that are faced by the organizations (Vyas, 2016).

Further it is more clearly understand the use of technology in human resource management when going through the below diagram of Vyas, (2016) that explains positive impact of globalization. 

Figure ii: Impact of Globalization on HRM: Vyas, (2016)

Source: https://www.slideshare.net/RachanaVyas1/impact-of-globalization-on-hrm

Most of the jobs are at risk due to computerization or automation but it increases the productivity. This is called technological unemployment and it is negative effects of the globalization according to Brynjolfsson and McAfee, (2011) and  describe as a “computer-controlled equipment as a possible explanation for recent jobless growth”.

E.g.:-

Google announced that it had modified several Toyota Priuses to be fully autonomous (Frey and Osborne, 2017).

Some of the world's biggest companies are investing billions to build robots intended to replace human workers. 

Example: self-driving cars (Matt McFarland, 2017)

DHL uses completely autonomous system to deliver consumer goods by drone (Franco, 2016).

References 

Brynjolfsson, E. and McAfee, A., (2012). Race against the machine: How the digital revolution is accelerating innovation, driving productivity, and irreversibly transforming employment and the economy. Brynjolfsson and McAfee.

Frey, C.B. and Osborne, M.A., (2017). The future of employment: how susceptible are jobs to computerisation?. Technological forecasting and social change, 114, pp.254-280.

Josh Bersin , (2015). Changing HR operating models. [Online]
Available at: https://www.cipd.co.uk/Images/changing-operating-models_tcm18-10976.pdf
[Accessed 26 9 2018]

Matt McFarland , (2017). Robots: Is your job at risk?. [Online]
Available at: https://money.cnn.com/2017/09/15/technology/jobs-robots/index.html
[Accessed 7 9 2018].

Rachana Vyas, (2016). Impact of Globalization on HRM. [Online]
Available at: https://www.slideshare.net/RachanaVyas1/impact-of-globalization-on-hrm
[Accessed 26 9 2018].

Shiwen, (2014). The Role & Scope of HR Positions. [Online]
Available at: http://www.hrinasia.com/general/the-role-scope-of-hr-positions/
[Accessed 26 9 2018].

Ulrich, D. and Brockbank, W., (2005). The HR value proposition. Harvard Business Press.