Human resource management (HRM) is described as the policies, practices, and systems that persuade employees' behavior, attitudes, and performance. Numerous companies refer to HRM as involving "people practices" (Kosch, 2007). The objective of HRM is to make the most of employees' contributions in order to achieve best possible productivity and efficiency, while together attaining individual goals and meeting legal agreement while demonstrating social responsibilities. There has been a significant change in the role of HRM professional from the "personal" professional of past. The movement in globalization, technology, diversity, e-business, and ethics has been in some measure responsible for the swift changes in the field (University of Phoenix, 2008).
United States (U.S.) workers were compelled to take a new look at the way they were working when in the beginning years of the 21st century their contentment was stirred. New trends are changing the shape of human resource management and if a business is to survive in today's uncertain climate, it must be able to take inventive action in times of ambiguity and change (Noe, Hollenbeck, Gerhart, & Wright, 2007, p.
30). The academic environment that future HRM professionals are learning in is changing to programs that focus on business and financial skills that are teaching upcoming HR personnel the art of developing planning skills and thinking strategically (Rodriguez, 2006).
Trends In GlobalizationWith industry spreading throughout the globe, human resource management is becoming multifaceted and challenging. In order to stay competitive, companies are realizing new and inventive ways of running their business and shielding foreign competitors' efforts to gain ground in the U.S. market. U.S. businesses must develop global markets, keep up with opposition from overseas, hire from a worldwide labor pool, and prepare employees for global assignments in order to confront such challenges. Technology and modernization have created...