This point is one that many of us take for granted. When we think about the millions of organizations that provide us with goods and services, any one or more of which will probably employ a person during his or her lifetime, how often do we explicitly consider that these organizations depend on people to make them operate? Only under unusual circumstances do we acknowledge the people in business. When we get put on hold for an hour it is a person at fault. When a major corporation is sued for a discriminatory HRM practices we see the person that has been harmed. This makes it necessary for us to acknowledge the important role that people play in an organiation.
But how did these people come to be employees in their organizations? And if they are not properly motivated, what can be done about it? Will todays employees be adequately prepared for the technologically advanced work, the organizations will require of them in the years ahead? What happens in an organization if a union is present?
These are some of the many questions whose answers lie in the subject of human resource management. Yet the field of HRM is not one that exists in isolation. Rather, it's part of a larger field of management. Reinforcing many new philosophies like that of work force diversity, downsizing, reengineering, total quality management (TQM), outsourcing and supporting this effort has made HRM an even more vital component of the management team. Similarly, the strategic nature of HRM continues to gain acceptance as more organizations look to ensure that they have the right number of the right people at the right time and in the right place.
Although practical skills are important, so too, is thinking about the future. More emphasis is being made on having a long term vison rather than thinking of the present. Thus more and more firms are concentrating on the Development of the employees.
One of the most far reaching trends, at least from a SHRM perspective, is that jobs are disappearing. Jobs are not only being transferred to low-cost- labor countries and reduced through downsizing, but the whole notion of the jobs as we know it seems to be changing. Global competition, downsizing, restructuring, and contingent workers have all had an impact. What will HRM be like if the organizations are "de-jobbed"?
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