Current Trends in Human Resource Management

The current HR trends will be analyzed to determine the impact on labor unions as a result of outsourcing. The trends in union membership, the growth in union membership, the process for organizing a labor union to enter a nonunion company, the impact the current legal environment has on labor unions and companies, the labor movement and the affect of outsourcing, the services HR is outsourcing will be evaluated and the effect HR outsourcing has on organized labor in companies will also be evaluated.

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

​Within this assignment on Trends In The Workplace I will discuss different issues that we see within the work environment. I will be demonstrating what I’ve learned over these last few weeks within HRM500 course. I’ve learned the important key functional areas of Human Resources Management which I will be discussing within my paper. Here are the key points in which I will be discussing within my paper: four federal equal employment opportunity laws, three significant trends affecting organizations today, and discussing workplace flexibility within a current or previous employment.

Controlling the costs of healthcare benefits is something that takes quite a bit of skill from organizations. Companies can either cut costs by using an Alternative Pharmacy Network (APN), outsourcing through business-process outsourcing (BPO), or hiring more contingent workers than non-contingent workers. The health insurance benefit should be both affordable and able to cover the needs of the organization’s employees. By obtaining affordable health care coverage for its employees an organization can use that as an effective recruitment and retention tool. An organization’s goal should aim to provide its employees with affordable healthcare while keeping the costs of providing those benefits down.

Employee health benefits are undergoing a radical change due the passage of the Patient Protection Affordable Care Act in March 2010, employers are having to re-evaluating how and if they will be provide health benefits to their employees (Grant Thornton LLP, 2013). According to Dunn, Kirsschner, & Livingston (2014) the PPACA has created new complications into collective bargaining negotiations over health insurance benefits. Especially in firms like GMFC which employs a large numbers of workers (50,000) who must now comply with federal statutes delegated by the PPACA (Dunn, Kirsschner, & Livingston, 2014). According to Grant Thornton LLP (2013), “Employer-sponsored health care plans have been one of the major sources of health insurance in the United States and cover an estimated 149 million people” (p. 3). Additionally, the use of health care plans in benefit packages has been a critical factor for employers in recruiting and retaining quality employees (Grant Thornton LLP, 2013).

Health care cost is rising and with the aging of the current workforce these cost will increase even further. Healthcare costs continue to escalate and are affecting many companies large and small. Human Resource professionals are charged with continually looking for effective ways to maintain reasonable cost structures while meeting the needs of employees and potential employees. As employee benefit programs, and specifically healthcare programs, continue to play a pivotal role in the attraction and retention of a qualified workforce, the HR department needs to determine cost-effective strategies that will help them manage their organization’s healthcare costs.

When employers are conducting benefits review of the various health care plans, they are doing so in a manner that will keep costs at a minimum and within budgetary constraints. With this said, one of the impediments of the employer sponsored health care plans are that they are not tailored with the employees in mind. Notwithstanding that employees are provided a lesser amount if they decide to enroll into an employer sponsored health care plan, they are coerced to forgone alternative external health care plans that may be more suitable for them and their families for the simple reason of saving.

The purpose of this assignment is to evaluate the employee benefits options available in our current job market and provide a solution for Crangle Fixtures. This trend of shifting benefit costs to the employees is not new, I saw it happened in 1990 but it is not a popular decision and has been increasing in the market due to the health care reform. I found several articles discussing this trend and for example the ADP Research Study published the following in 2010: “The 2010 MetLife Study of Employee Benefits Trends showed that employee loyalty had declined year over year, and was, at the time of the study, at a three-year low. Our survey findings suggest there may be a link. Many of the HR/benefit decision makers we surveyed indicate that shifting health care costs to employees has had a negative impact on morale and job satisfaction. This is not surprising given that benefits cost-sharing hits employees where it hurts the most - in the paycheck.”("Talent Management Challenge," n.d., p. 1)

Emerging trends in Human Resources Management Robert c. myrtle, dpa Director, executive master of leadership Professor of public administration, and Professor of gerontology Emerging Trends in Human Resources Management (HRM) Session Outcomes: • Discover the global trends affecting human resources management, • Describe the impact these trends are having on organizations and the management of human resources, • Develop an appreciation of the changing role of human resources management in supporting organizational strategy. Emerging Trends in Human Resources Management (HRM) • How would you define or describe Human Resources

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

The success of any business will directly be related in a major part to its employees. Within the today's job environment employee benefits tend to be just as important as the salary therefore any organization that wishes to attract experienced as well as talented employees, a complete compensation package has to be in place. This is in line with the fact that as time changes, so is the insurance needs of the employees. The traditionally offered health insurance for employees that was in existence 3years ago may not meet the needs of employees anymore in the contemporary society particularly bearing that the health insurance premiums will also continue to go higher, there will be need for a more cost effective and comprehensive solution.

A rapidly changing business environment due to technological changes and the impacts of globalization has resulted in shift of human resources paradigms (Khan, 1997). In every organization

Today’s organizational leaders are facing accelerating rates of volatility, uncertainty, complexity and ambiguity, all of which are showing no signs of slowing down. Whether it is the continuing digital revolution or expanding global markets, our current environment requires a constant state of innovation. For companies to continue succeeding, next generation leaders must be able to handle any curve ball thrown their way. Leading through this new business environment requires the capability to sense and respond to changes in the business environment with actions that are focused, fast, and flexible. The next generation of Human Resource Managers will have to be agile and well coordinated for quick change.

The data for this analysis originated from both primary and secondary sources. Primary sources included conversations with professionals in the field of Human Resource. The organization and operations of major international corporations also featured in the sampling process. Books and other literature on the field formed a great portion of the literature analysis.

A number of firms are changing the way the functions are performed. For example, some companies are restructuring HR for reasons, such as time pressures, financial considerations, and market pressures. This restructuring often results in a shift in terms of who performs each function. Organizations still perform the majority of a firm’s HR functions inside the firm. Adjusting to HR restructuring trends—who performs the human resource management tasks?