In the recent past, the labor markets have experienced several changes that arise from new traditions that mainly are a product of civilization (Heder et al., 2018). In many labor markets, new strategies of human resource management have cropped up due to the establishment of multinational companies and their branches which have their own traditional and modern cultures. In spite of this, many labor markets have experienced negative trends such as increases in unemployment, employee emigration, and lack of skillful employees.
The changes in labor markets specifically influence an organization’s approach for strategic planning on human resource management including the criteria that it uses for selecting, training and promoting employees (Heder et al., 2018). The changes have compelled organizations to revise their objectives and activities in order to maintain a healthy workforce. They have forced human resource departments to do more than what the traditional roles required them to do. Traditionally, human resource activists were expected to perform roles such as training and development, appraisal and recruitment (Heder et al., 2018). Currently, they are often required to perform the functions of effecting changes in the management, designing the organization, developing teamwork skills, and strategic planning and management.
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Additionally, the recent changes in the labor market have required human resource specialists to develop competencies in order to be efficient in performing the new roles. The changes in the labor markets coupled with the ever-growing business needs have widely diversified the roles played by human resource specialist, with will have a relevant modern solution in the recruitment, appraisal and promotion of employees (Heder et al., 2018). The approach that they will use will be more complex, something which the management should keep in mind when investing in the human resources departments staff and their professional development (Heder et al., 2018). This will enable the organizations to successfully transform to adopt modern human resource departments that further analyze labor market trends and the environment, and take part in organizational management.
References
Heder, M., Szilvia, & Dajnoki. (2018). Effect of labor market changes on HR functions. Annals of the Faculty of Economics in Subotica . DOI: 10.5937/AnEkSub1839123H
