The world is changing at such a dramatic rate that organizations are having to become more adept at adapting to the changes in human resource management. Outside shifts such as economy, globalization, domestic diversity, and technology create new demands for organizations, which creates new demands for Human Resources (Stone 2015) Peter Drucker (2006) stated “the key to greatness is to look for people’s potential and spend time developing it.” The challenge for leaders in the area of human resource management is that the changing world is presenting challenges to identifying, understanding, and utilizing the potential of individuals. One of the greatest challenges comes in the approach and utilization of technological innovation (Revels, 2010). As Millennials enter the workforce worldwide, organizational cultures are faced with the reality that their workforce has members who are unfamiliar and even resistant to innovation and technology, while at the same time having members who do not know a world without constantly changing and developing technology innovation (Moritz, 2014). This diversity is a clear challenge to leaders as the future of HR becomes the present reality of HR.
The perception of change regarding innovation is the most critical component to the evolution of HR management (Revel 2010). As innovation and technology drive the global market, it is vital for leaders to find ways to synchronize individual and organizational goals in order to realize success (Revels, 2010). As the global village gets smaller and smaller, the diversity in technology innovation becomes broader and broader, demanding that employees be familiar with a wide range of technological advances (Revels 2010). If leaders remain keenly aware and vigilant in their management of employees in regards to technological advances, organizations will be prepared to embrace innovations throughout the global market reality of the future (Revel 2010).
Is there a specific area of technological innovation that is most concerning for HR management?
References
Drucker, P. F. (n.d.). What Executives Should Remember. Retrieved September 10, 2015, from https://hbr.org/2006/02/what-executives-should-remember
M. J. Cetron, O. D. (2005). Trends now shaping the future. Engineering Management Review, IEEE, (3), 53 – 53. http://doi.org/10.1109/EMR.2005.26766
Moritz, B. (2014). The U.S. chairman of PwC on keeping Millennials engaged. Harvard Business Review, (11), 41.
Revels, M. A., & Kane, J. C. (2010). Future Trends and Technology Impacts in Human Resource Management. Business Journal for Entrepreneurs, 2010(4), 113–126.
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139–145. http://doi.org/10.1016/j.hrmr.2015.01.003
