Changing trends in HRM the global perspective

Employee diversity has become very important in every business in order to remain viable in today’s economic world. Since the 21^st century workforce has become more global new critical skills are rare and the companies need to develop new ways to find innovative people & develop their capabilities (Deloitte, 2014).

As the result of development in science & technology especially young talented employees who are ambitious and filled with passion are no longer live and work in an insular marketplace; they are now part of a worldwide economy. In analyzing the most recent USA research article it was noted that in the 21st century racial, ethnic, age and gender mix up of the US workforce through 2050 will mean that four employees out of ten employees will be the members of the ethnic groups (Colella, 2006).

Amalgamate and acquisition involves blending people of different corporate culture and even various national cultures into one company. It is to knit together new partners financial, technological, production and marketing resources. Organizations have to strongly take into consideration that the resource people by creating a partnership that spans around different corporate cultures. Different nationalities differ in many ways such as the custom of conducting business, how people are expected to behave as well as the kind of behavior expected to be rewarded.  (Moran et al,2007).

Impact of the technology have been responsible for the continual changes in the structure of the organizations which has affected on how firms do business since the industry is more exposed than almost any factor than digital forces. For an example social media presents new marketing opportunities but also new opportunities to improve workforce efficiency by enabling working across various teams with diverse cultural background and locations to interact and share information and best practices (Deewr, 2013).

Conclusion

Global companies are still struggling with their negative perceptions and attitudes towards equal employment opportunity among women, minority workers and people with disabilities as required by UN Convention on Human Rights and different laws and regulations from different Countries. For example, US seeks to achieve a racial and ethnic balance while in European Countries and Canada their target is for immigrants and people from different nationalities (Mollel et al., 2015). 

References:

Colella, H.M., (2006). Organizational behavior: A strategic approach. New York: John Wiley & Sons, Inc.

Deloitte.,(2014). Global human capital trends: Engaging the 21st – century workforce. New York: Deloitte University Press.

Deewr.,(2013). Workforce diversity: Guides to employment for migrants. Canberra Australia: Australian Government Press.

Moran, R.T., Harris P.R & Moran S.V., (2007). Managing cultural differences. 7^th Ed.UK: Oxford Elsevier.

Mollel, E.R., Mulongo, L.S & Maket,L., (2015). Workforce diversity management and global organizational growth in the 21^st century. Journal of scientific research and studies, 2(7), pp.164-175