Human Resource Management
�Reflect on how your view of HRM and the HR profession has changed. Then, �reflect forward� to the
future of HRM, and try to predict one or two new developments, trends or changes in the field that could
occur over the next five to ten years. Be creative, and do not allow current constraints in existing
technology or business practices to restrict your thinking.
�Post a brief (approximately 1100 words) analysis of how your view of HRM has changed and how the
profession might change in the future. In formulating your post, consider the following questions:
oHow has your view of HRM changed as a result of your learning in this module?
oHow has the HR profession itself changed, and how is it likely to change in the coming five to ten years?
oWhat skills and competencies are likely to be needed by leaders with HR responsibilities in the context
of these possible developments?
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Human resource refers to the top leaders in any management and perceived to have the
required experience in the industry and credibility to make work done accordingly. Human
resource management is known to change over the years whereby, the change is accompanied
with increased self-doubt among the mangers who need to be equipped with good insights.
Richey et al (2011) argue that, the insights will work well on a more informed global data usage
in the industry as compared to personal human perception that may at time be wrong will enable
the new human resource to have a sense of meaning and substance in its undertakings. The
profession will entail some characteristics that will come as a result of its changes that may take
place (Chen, 2011). These characteristics are inclusive of the governing body that will control
all the activities of the whole profession. The governing body will be in a good position to profit
training to its stakeholders after educating them in seminars and also offer professional
certificates to qualified members. The human resource profession will act as a body of
knowledge that can define the knowledge held by its members through the usage of clear insights
(Petrescu & Konrad, 2012). The new body will have good code of ethics that will help in the
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disciplining of the workers in their conduct for performance at the same time using the accepted
work standards. The human resource to work effectively, it will have to obtain legal status that
will qualify it to carry out functions legally. On the other side, the human resource will have
legal permit to carry out research activities as required from funding and the use of data-based
solutions. The profession will have independence of its own where it will be in a position to
carry out its activities independently in service of its clients (Brauns, 2013). The members in a
given society will be satisfied by the profession; since, it will be in better position of offering
legislative insights to the community in the United Kingdom. The newly changed human
resource management will receive high recognition of its work done in the whole of United
Kingdom. When all the above discussed characteristics will be evident in the new profession
then it will deserve honor. The new organization will have a different perception where it will
view everyone as a leader where it will give everyone authority to act to the welfare of a given
organization in United Kingdom. These new leaders on the other side will have the reinvigorated
accountability that will ensure all people account for what they did, be it good or negative. There
will be the inclusion of leaders termed as co-authors who will be mandated to write narratives
that will be used for the efficiency of the various functions in the organization (Abu-Jarour,
2014). The human resource management will better its activities in the future for the benefit of
the globalization that has been a key area of concern to the planet. The earth planet has been
affected by globalization causing increase in the ocean levels and change in climate. HRM is as
well concerned about the diversity of different cultures of different people (Hodgson, 2002).
The profession has employed professionals and abandoned the generalists who use to
head the filed there before. There are various changes that came as a result of the new
professional being employed in the profession like changes in the organization and improved
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research works. These changes are inclusive of feminization that has taken place. This is to
imply that the number of men in the profession has reduced while that of women increasing at a
very rate. It is clearly indicated that the high number of female professionals have been working
with male associates in the industry. The human resource professional have been known to be
well educated whereby, the number of people with graduate degrees was recorded to be
51percent in 2012. The today’s market will only be captured by the educated professionals in the
field. Focusing on educated entities may be a bias act but, it is promising at the end where the
knowledgeable people impact their knowledge in bettering the field. Farndale and Brewster
(2005) argue that, there was an evidence of the career patterns for the HRM professionals where
they demanded to have more outsourced in the changing society with less information
technology to aid in shaping the profession. The human resource professionals have been well
known in offering the specialist’s insights to mean that, most of the professional careers will be
more on the functional specialist. There has been evident growth of people in the professional
over the last years indicating that learned individuals have been moved for the purpose of career
purposes. The increase to talent and capital has been evident in the role of the Human resource
professional (Francis, 2003).
The business performance of the Human resource management has been affected by the
competencies of its professionals who are well competent in performing their work (Francis and
Keegan, 2006). The effectiveness of the HRM professionals has been affected by their
competencies that enabled working in the industry to increase drastically leading to high work
performance for the past years. Over the past years HRM has been changing in its development
matters, retention of its services and advocating for new developments that could be of high
benefit to the industry. Changes have been evident on strategic planning for workforce in the
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profession that indicated sameness to segmentation. The profession has changed by being in the
key front of ensuring that it persuades education because knowledge is power (Rynes, 2004).
My view on the HRM development has changed as is thought that the profession has no
future only to realize that there are very many changes that have taken place and others that are
bound to take place for its success. The profession has employed the best brains (graduates) an
act that shows how the profession is bound to be very much development as these brains will
instill what they have learnt in the profession making it better each day. I have learnt that, the
professional has future growth plans that will help it in its prosperity and daily endeavors. My
perception has changes as have been able to understand how to examine the function of the
strategic partners in the profession.
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References
Abu-Jarour, S. 2014. Strategic management of human resources. International Journal of
Business and Social Science, 5(1)
