The Hancock Manufacturing is a company with exclusive respect for the human resource. It is an organization with exclusive concern of the employees. The company recognizes the employees as the main source of its success. As a result, the company maintains excellent Human Resource Management Department that pays close attention to the concerns of the employees. The company respects every idea by an employee and takes his or her contribution as a major tool for growth. The Hancock Manufacturing recognizes all forces that may influence the wellbeing of the Human Resource. The Hancock Manufacturing Company has exclusive respect to HRM changes in technology, diversity, globalization, as well as ethics.
In the modern world, change is happening extremely fast with exclusive development in the level of technology. As a result, of the technological revolution, the information sector continues to change. It is clear that information plays a critical role in enhancing the Human Resource Department. Technology has led to the development of cell phones, the internet, as well as wireless services. Therefore, HRM extensively relies on the improvements in technology since communication is a major element in the department. In an organization, communication among the employees is critical and requires exclusive knowledge on the developments that are likely to come up. Current technology is developing abilities for employees at workplace to work together and connect easily in communication despite the distance between them. It is easy for the department to hold regular meetings through the internet or the video conferencing technology (Hashim & Hameed, 2012). Therefore, technology is an exclusive requirement for the HRM department.
The face of the workplace continues to change with time, and exclusive developments are likely to occur. Diversification is one of the elements that is witnessing the developments in the workforce. With the sensitivity of the civil rights, roles in the workplace continue to change. Previously, men were believed to be the best heads of departments and leaders for various positions. However, the situation continues to change and through diversity anyone who is qualified for a position can occupy it. HR practitioners are working for equality at work where all individuals have responsibilities to undertake based on their skills or ability. In addition, minority groups have attracted interest of employers since they also possess exclusive skills to handle various duties. HRM encourages dialogue with all groups of people to encourage them in undertaking necessary duties that would foster their ability (Hashim & Hameed, 2012).
In addition, ethics is a major concern in the HRM. Ethics is a major pole in the Human resource management practice. Since it is a department dealing with a wide range of personal aspects ethical standards are key. In a platform where different people in terms of gender, age, and professionalism interact ethical standards must remain critical. In most cases, the HRM department has concerns for hiring of employees as well as issues of promotion, sexual harassment, discrimination, and privacy (Hashim & Hameed, 2012). The HRM department has to remain keen on the hiring process as well as retaining the employees.
Moreover, globalization is fundamental in the development of the HRM. In the past, employment used to take consideration of certain boundaries. Because of the developments in the HRM globalization is being defined through integration of operations, strategies, and processes of an organization into diverse cultures, ideas, as well as services. Therefore, the managers must emphasize on proper management of the employees to ensure development (Hashim & Hameed, 2012). Following the continuous demand for globalization, human resources would be extensively significant in defining success in the increasingly advancing global business environment.
Reference
Hashim, M., & Hameed, F. (2012). Human Resource Management in 21st Century: Issues & Challenges & Possible Solutions to Attain Competitiveness. International Journal of Academic Research in Business and Social Sciences, 2(9), 44-52.
