Future watch: trends in human resources.Globalization globalization Process by which the experience of everyday life, marked by the diffusion of commodities and ideas, is becoming standardized around the world. Factors that have contributed to globalization include increasingly sophisticated communications and transportation , concern for ethics, advancements in technology, customized employment relationships and increases in the costs of health care are among top 20 trends for employers to watch in the future. As a result, the human resource function is becoming even more integral and strategic to the success of an organization. [ILLUSTRATION OMITTED] Those are the findings of the Arbor arbor Garden shelter providing privacy and partial protection from the weather, most commonly a lightweight, latticed framework (trellis) of wood or metal with interlaced branches of vines or climbing shrubs trained over it. 20/20 Trend Report, a compilation of the top 20 trends for human resource management. The trend report is based on findings from interviews with leading national human resource executives and industry experience. Key trends to watch include: * The effect of the Sarbanes-Oxley Act See SOX. of 2002 that protects investors by requiring management to provide accurate disclosure in accordance with securities law is causing increased scrutiny by shareholders and employees, both current and prospective. Increased concern over fiscal responsibility and integrity has the potential to impact organizational effectiveness Organizational effectiveness is the concept of how effective an organization is in achieving the outcomes the organization intends to produce. The idea of organizational effectiveness is especially important for non-profit organizations as most people who donate money to non-profit . * The demand for customized employment relationships is overtaking the one-size-fits-all employment relationship of the past. Top-performing employees are looking for Looking for In the context of general equities, this describing a buy interest in which a dealer is asked to offer stock, often involving a capital commitment. Antithesis of in touch with. personalized per·son·al·ize tr.v. per·son·al·ized, per·son·al·iz·ing, per·son·al·iz·es 1. To take (a general remark or characterization) in a personal manner. 2. To attribute human or personal qualities to; personify. career paths, tools and equipment to work from any location, at any hour of the day, and a selection of benefits that can be adjusted to meet changing needs. * Advancements in technology that enable employers to create virtual work teams, and automate and accelerate processes. * Rising health-care costs that are threatening business growth and competitiveness, causing employers to constantly re-examine re·ex·am·ine also re-ex·am·ine tr.v. re·ex·am·ined, re·ex·am·in·ing, re·ex·am·ines 1. To examine again or anew; review. 2. Law To question (a witness) again after cross-examination. their benefit philosophy including shifting costs to employees. * Crisis management is center stage as CEOs and their HR executives face the unpredictable such as SARS, 9/11 type catastrophes and military leave. * Traditional compensation formulas are a thing of the past as employment relationships change and include "flex-everything"--flex-time, flex-benefits, flex-work locations. Attracting and retaining top talent will require a shift from a traditional compensation formula to a total rewards concept that includes benefits, incentives, work and lifestyle accommodations and other employer-of-choice issues. Joan E. Moore, J.D., SPHR SPHR Senior Professional in Human Resources SPHR Solidarity for Palestinian Human Rights SPHR Sphere , is the founder and president of The Arbor Consulting Group Inc. in Northville, a member of the Detroit Regional Chamber. For a complete copy of The Arbor 20/20 Trend Report, visit www.arborhr.com/News.htm. |
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