HRM has grown in its range and depth

Human Resource management has grown in its range and depth to the point where it has become an industry rather than just an occupation. Article is aimed at explaining the main areas of the field has grown in each era, expanding with the scope of the topic to the point.

Where you will find new ideas, new techniques and new legislation described. HRM is highly situation specific, the context is infinitely variable and there are endless applications. Part of the joy of working in HRM the significance of the work that we do in this field, to help people and organizations to adjust to the massive social, economic, political and technological changes that influence the way people are managed. The pace of change is such that we must acknowledge wider forces affecting people management. Environmental change, increased security risks, demographic changes, the rise of new economies such as China, India and Brazil, and the expansion of the EU are some of the obvious global pressures. The social changes we can all list include shifts to values and lifestyles, families, education and health. What at one time might have seemed remote from HRM is now central to our work. Global, social and political changes affect all economic activities, through marketing opportunities and threats, affecting employment, costs, productivity and the social climate of relationships. New ways of working and organizing, such as flatter, more devolved organization structures, the burgeoning range of networks, whether technological, inter-organizational, intra-organizational, or personal, and global ownership with international activities as a norm have affected HRM. The HR functions in organizations are smaller and more often linked to a wide range of service providers and sometimes with the transactional activities outsourced. The HR role is diffused throughout organizations, with new job titles reflecting the significance of change management and talent management. Not despite, but because of, these trends, there is every sign that HRM as an activity is itself becoming widely distributed. There is convergence in practices for example, between the public and private sectors, and across national boundaries. Information flows are so fast the standard for communications is now instant, via electronic means, that the latest ideas on the HR field are transmitted within seconds. There is transparency in areas such as pay and benefits, labour market data, recruitment opportunities and working trends. The world of the business of HRM is mature, expanding and mainstream to all managerial activity. The people working in this field are developing knowledge and techniques as they face new problems, as communities of practitioners. The latest seeks to bring together the main fundamental knowledge of areas of human resources, from organizational behaviour to people management, industrial relations and employment law. These are explored from the perspective of the current and emerging context of HRM and the latest techniques in managing people. John Milton’s words in mind: ‘Where there is much desire to learn, there of necessity will be much arguing, much writing, many opinions; for opinion in good mean is but knowledge in the making.’ my desire to write this to learn as the intention to communicate ideas and understanding.