INTRODUCTION
In ancient times, people were
working to meet basic needs, they needed to go into field and work hard to have
something to eat. Similarly, it was
still in the area of the industrial revolution. People worked in order to
survive: to pay for basic needs such as food or accommodation. The hard work
which provided survival has become a pleasure, luxury and a symbol of the
higher needs but how those changes from the past are affecting the future in
Human Resource Management? That report was created to answer that difficult
question.
What is work?
Working alongside the family,
health and religion is one of the most important values in people life. The
perception of this form of social activity could be divided into two basic
approaches.
The first- when the daily work is
treated instrumentally and the calculation of benefits is made, that work
brings revenues to ensure a sense of security and the importance of bigger
income become necessary to cover the
basic needs such as food, accommodation or health.
The second- when the work is an
objective in itself, is the way to fulfilment, a sense of satisfaction and
rewarding.
Both of the points should comply
with each other to provide financial security and also to give opportunity for
the development of their own interests, increase self –esteem and respect of
others.(Mullins, 2007)
Typology of work
There is two types of work
paid and unpaid. Those two are divided as follows:
- Paid formal legal work, were money are taxed
- Paid informal work which is common and is called ‘cash in hand’ economic activity. Its hidden nature makes it very difficult to assess its size. This type of work is illegal(Directgov, 2011)
- Unpaid formal work such as charity, household, caregiving
- Unpaid informal work such as for example looking after someone and the person instead money will give in return some goods( Mahalingam , A .2011)
‘’Working life in Europe is changing at an ever-increasing
speed, which can give rise to new risk areas or change the way that
occupational safety and health needs to be managed. This has implications for
workplaces themselves and also for the occupational safety and
health system. For this reason the 'Changing World of Work'
has been a priority topic of the European Agency for Safety and
Health at Work. The Council Resolution
on a New Community Strategy on health and safety at work (2002-2006) stresses these
topics as well.’’ (OSha, Europe, 2006)
In the history of changing
world of work there are two sectors of old and new systems.
Old:
·
Industrial society,
·
Fordism,
·
Bureaucracy ,
·
Compliance
·
Direct control
·
Hard HRM
New:
·
Post-Industrial society
·
Knowledge economy
·
Information economy
·
Post -Fordism
·
Post-Bureaucracy
·
Commitment
·
Indirect control
·
Soft HRM (Williams, C. C. 2007)
Fordism and Taylorism mass production was a close supervision on
work in the factory (people working in the groups doing the same things all the
time-work has been moving around the tape) kind of work set by the tape
production. In the old work system bureaucracy was largely perfected and the
administrative controlled by rules and procedures. Ford saw the need to link to
increase in production of the market and started and perfected the
manufacturing belt. The system had some limitations and was only suitable for
large companies and massive production. The preparation and implementation of
production was very expensive. Post-fordism was characterised by a departure
from the spirit of Fordism and Taylorism. It was a flexible and innovative
system which was adapted very well to market and individual market requirements.
The company used a small group of highly skilled workers and using the latest technology.
Crucial is to point the important role of the human resources in
both of the old and new systems of work. HR plays one of the significant
functions in any organisation. The perception of this feature and its
implementation is dependent on the socio-economic environment organisations as
well as its size and characteristics. Study the evaluation of the personnel
function can reach the beginnings of economic activity when first person has
been employed. That started problems such as selection, allocation, training,
motivation or evaluation and thus associated with the typical components of
human resources area. The shape and
development of personnel (today HR) function in particular organisation
is the result of many factors, such as corporate strategy, its organisational
culture or the situation on the labour market and individual issues are solved
in the system of internal and external specific configurations. Independent
personnel function was established in the late nineteenth and early twentieth
century, which was aimed at matching employees to the existing organisational
structure.
The
great importance of human resources was pointed in modern production, financial
and material resources. The progress in HR work can be divided into three
periods/stages of development of forms and methods:
1. The
period (pre-industrial) of generalists and artists, agriculture, construction,
sailing, producing clothing, craft division of labour, practice specific
skills, rules, and working conditions, training, evaluation and compensation of
employees, workforce planning.
2. The
period of industrial development specialist for industry, mass production,
establishing new mass work places, easy to control the work of organisational
structures, fixed working hours, work evaluation, labour cost, labour relation,
compensation on the basis of working time.
3. The
period of post-industrial area- the period of teamwork and self-support.
Flexible manufacturing system and flexible working hours, the use of
information systems, slimming organization, restructuring, development of
services, teleworking(call centres), virtual organisations (internet), a new
dedication to customer, personnel policies and legislations, multi-skilling,
flexible salaries, outsourcing, knowledge management.
Nowadays
motivation to work is the formation of a certain system of forces that will
motivate employees to behave in a manner required by the employer. It is
therefore process of conscious impacts on the workforce by providing resources
and opportunities to meet their expectations in such a way that employer and
employee can benefit. (Farmer, M.2009)
It is also important to
mention that trade unions are one of the main elements of protection in
workplace of labour rights in both individual and collective labour relations.
Their task is to protect the rights and interests of the employees. (Worthington,
I. 2009)
HR become well established position in the companies. In the past 20
years had many names and forms but the essence of the action remain the same,
changed only the method of achievement. Companies managed to overcome old
practices and to adapt Human Resource Management (HRM) to the new challenges,
also a big step forward in smaller firms. The approach to human capital will make
in the near future the pace and scale of changes and grown in HR divisions.
(Redman, T. 2009)
Within the next 20 years staff competencies will be a key asset of
the company. The fight for talent will become even more ready than ever.
Traditional human resource planning will replace strategies for attracting and
retaining talented employees in the company.
HR will increasingly use marketing tools and techniques. The
recruitment process will have a clear beginning and end. Finding workers is an
ongoing process and the best workers will be absorbed into the market at a very
fast pace.
Continuous recruitment will provide more administrative work which
will result in increasing the number of companies that decide to outsource
their responsibilities to outside companies. Most HR departments will limit its
activities to issue of ‘’soft HR’ ‘and strategic. HR work will be able to
concentrate on activities which will bring the greatest profit such as
improvement in the HRM field. Outsourcing a ‘’hard HR’’ (calculation of wages,
settlement of social insurance) will speed up the implementation of the most
important duties.
HR activities will be directed not only to its employees but also
their families, customers and community. Families will benefit from free care for
the whole family employed or private nursery for children.HR will be involved
into development of their public image.
Implementation of developing HR strategy will require support from
specialists. According to the Charted Institute of Personnel and Development
(CIPD) over 70% of companies have budget for staff training.
A major challenge for HR departments will increase globalization of
business. The company’s activities will be spread across different countries
and time zones, all depends on customer needs. The companies are facing all
ready the challenges of globalisation. Due to the increasing importance of the
relationship between cost and work efficiency the firm’s operations will be
transferred more and more to those regions of the world where the cost
effectiveness are most favourable for employers. Because the globalisation will
change the transformation in the companies of diverse in their country of
origin, religion, etc. HR professionals will need to prepare employees to be
involved in contact between the cultures and increasing diversity.
Rising labour cost will force nationalization of employment which
means that companies will able to quick adjustment of changes and find the
balance between permanent employment and flexible work.
Very important role will play a system of motivating employees. HR
departments will turn towards the highly effective work systems (HPWS –High
Performance Work Systems) (Varma, A. 2010)
The vision of potential revenue will encourage more effective work
and for managerial positions a more profitable business management.
In the future the HR practices will more contribute to the
improvement of the business by creating new value and deliver them to customer.
HR will increasingly act as a service organisation and will be much more
towards a business partner. The HR department will be jointly responsible for
creating value and obtaining the highest financial performance.
Nowadays the internet is the main tool for every recruiter.
Available online solutions make it easy to get in touch with the candidate and
collect all needed data on the current path of career. Everything indicates
that in the future recruitment may take only a virtual form. Some years ago
‘’Generation Y’’ entered the labour market and now everything is moving and
changing much faster and looks like a social networking will play increasingly more important role.(
Bates, S. 2002)
Summary
Future work of Human Resource
Management will change drastically and has been changed all ready for the past
20 years. People will work where and when they need or want. Managing workplace
and people talents will be developed dynamic and distributed by computers. The
technological economy it is incredibly demanding and rewarding. People are and
will still seek companies which enable them to succeed all over the world which
is changing fast by technology, globalization, demographics and environmental
issues.
References
Bates, S. (2002) BNET, The CBS interactive business network,
facing the future- human resource management is changing [Online] Available
from http://findarticles.com/p/articles/mi_m3495/is_7_47/ai_89025017/?tag=content;col1
(accessed on 01 March 2011)
Cherry , K. (2010)Hierarchy of needs, The five levels of
Maslow’s of Hierarchy of Needs[Online]Available from http://psychology.about.com/od/theoriesofpersonality/a/hierarchyneeds.htm
(Accessed on 28 February 2011)
CIPD, (2011) Charted Institute of Personnel and Development
[Online] Available from http://www.cipd.co.uk/
(accessed on 03 March 2011)
Directgov, (2011)Employment terms and
conditions,Pay,[Online] Available from http://www.direct.gov.uk/en/Employment/Employees/index.htm
(Accessed on 01 March 2011)
Farmer, M and Yellowley,W (2009) People & Organisations,
2nd edition, Pearson Custom Publishing
Mahalingam , A.
(2011) Gender & work database, Conceptual guide to the unpaid work
module,[Online] Available from http://www.genderwork.ca/cms/displayarticle.php?sid=18&aid=56
(Accessed on 01 March 2011)
Mullins, J Laurie (2007), Management and Organisational
Behaviour, 8th edition, FT Prentice Hall
Osha, Europa ( 2006) European Agency for Safety and Health
at Work , Changing world of work [Online] http://osha.europa.eu/en/topics/change/index.stm
(Accessed on 02 march 2011)
Redman, T. Wilkinson,
A.
(2009) Contemporary Human Resource management, Text and Cases, 3rd
edition, FT Prentice Hall
Varma, A. (2010) Questia,
Trusted online research, High performance work systems:exciting discovery or
passing fad? [Online] Available from http://www.questia.com/googleScholar.qst?docId=5001258112
(Accessed on 02 March 2011)
Williamette(2011)Fordism, Post-Fordism and the flexible
system of production [Online]Available from : http://www.willamette.edu/~fthompso/MgmtCon/Fordism_&_Postfordism.html (Accessed on 01 March 2011)
Williams, C.C. (2007) What does work mean 2025 and beyond?
[Online] Available from http://www.beyondcurrenthorizons.org.uk/wp-content/uploads/bch_challenge_paper_work_colin_williams.pdf
( accessed on 28 February 2011)
Worthington,I. Britton, C, (2009) The Business Environment,
6th edition, Ft Prentice Hall
No comments:
Post a Comment