Inner context: It highlights the role of individual employees, technology being used, organizational structure, hierarchy, culture, outputs and leadership.
Outer context: It focuses on economical, political, legal, social, cultural and technological factors.Both HRM and organizational change are interwoven where three factors play crucial role: HRM plays an important role in initiating structural change. The hard model of HRM considers employees as a source of economy and production hence more emphasis is given to rewards and appraisal system. The prominent importance is given to leadership, proper communication and motivation. The soft model of HRM states that employees must be regarded as valuable assets for the organization which results into commitment, proactive approach, and enhanced skills and outclass performance. Moreover the role of HRM remains a dilemma in change management. employees are disregarded and not given importance during such practices. Nevertheless these dimensions overlook perceptual, attitudinal and behavioral aspect of change within the organization hence primary stakeholders i. The primary emphasis is given to downsizing, TQM philosophies, technical perspective and the implementation of diverse methods and procedures. A New paradigm shift in Human Resource Management:įarquharson and Baum (2002) acknowledged that change management remains an imperative in the contemporary era and multifaceted organizations are developing strategies to gain competitive advantage and pursue with the dictum. There exist lots of opportunities for the HR personnel to further enhance the productivity of the organization. Human Resource Management has undergone major changes and adopted the market requirements.
MNCs and global corporations have transformed and adjusted business processes, operations, policies, rules and organizational structure. Order custom essay A new paradigm shift in Human Resource ManagementĬhange management has brought evolution. Furthermore government intervention has further enhanced the scope of job creation and organizations are espoused to Introduction: More often domestic culture is being preferred over global culture where different functional departments are entwined with IT infrastructure and technological systems. In the recent era of advancement intangibles are given more importance as compare to tangible rewards and benefits. More importantly emphasis is being given to training and development, ethical and moral values, collaboration, integration and cross-functional approach. Organizations are more and more adopting the concept of freedom to change where employees are empowered, assigned responsibilities, provided guidelines and are given flexibility to make decisions. It further entails that both HRM and strategic change management are interwoven in the context of internal and external environment. Global corporations are in view of implications of coalesce of both hard and soft model of human resource management. MNCs continue to evolve and persist with advancement in strategic change.
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