The service industry relies heavily on HR practices. This is to ensure that its employees offer effective services to their customers. The industry relies heavily on its employees for effective service provision. Therefore, it is crucial to analyze different trends in HR practices that map the future of the service industry. The main trends in HR practices are war for talent, incorporation on IT tools in the organization and changes in the work-life balance. These trends are soon shaping HR work with researchers and analysts in this field predicting great changes in the future. With better working conditions that suit the individual, fewer workers who are employed permanently in the work places and increase in communication among employees, especially through the social media, HR departments in the service industry will have to accommodate the change in the workforce. An analysis of these trends provides a limelight on what to expect in future HR practices (Jackson &Werner, 2011).
Influence of Trends on Future HR Practice
In general, HR maturity in individual organizations will have the most influence on the importance of these trends to the future of HR in general. This is because HR departments will have the final control of the workforce in organizations. In specifically the service industry, the growth of HR will influence the importance of these trends to the future of its HR operations. As a potential employee in the service industry, it is important to observe the stability of a specific HR department. This is based on its stability, maturity, long-term stability and how capable it is to sustain the labor force in the organization. This is because a specific HR department in an organization will have to deal with the trends by itself in response to the trends that influence them. This way, it will be able to sustain its organizational requirements (Parry & Lazarova, 2013).
The three trends in will have a significant influence on the future of HR practices. In the service industry, there has been increase in the war for talent across the world. This is due to the fact that those employees who are leaving the workforce are significantly less than the career starters. Thus, the service industry is struggling to replace the retiring workforce with new talent. This trend has a positive impact on the industry, as it encourages professionalism. The war for talent by different service industries across the globe will ensure that the most qualified personnel are employed (Teicher & Gough, 2013). Potential employees in the service industry realize that different industries are targeting the most qualified and talented individuals. This will encourage them to come up with more innovative ways to ensure effective service delivery. This will make it easier for HR practices in the industry, since the labor force will be qualified. This is important, given that human resource analysts predict that in 20 years, there will be two pensioners for every new person who joins the service industry ( Searle & Skinner, 2011).
The incorporation of IT tools in HR practices is also a trend that will have significant positive influence on human resource management, especially in the service industry. IT tools have enabled globalization in the service industry. This raises the question of how HR practices can be shaped to cater for the regional as well as the global HR requirements. The solution lies on the IT tools themselves. It is possible to create and develop corporate culture with globalization of the labor force. The use of IT tools can enable the maintenance of cohesion in the globalized industry despite the cultural diversity of the labor force, as well as the markets. This is through the use of such tools as the social media. This brings together people from all backgrounds to share a common media. The people can share their ideas, criticize others, as well as appreciate different HR practices globally. This presents a brighter future for HR practices all over the world (Noe & Wright, 2013).
With the changes in the workforce, there have been several shifts in values, especially due to the fact that there are new employees joining the workforce. These employees join the labor force with new ideas and labor requirements. This trend can have a positive impact on HR practices. This is because the newer generation will strive to come up with more effective ways to finish their jobs. This is because they do not want to spend all their time in offices. Rather, they strive to balance their work with their life outside of the workplace. With this, HR departments will have an easier time managing the workforce. There will be effective methods of communication, delegation, training programs, recruitment as well as other HR practices. The new generation will seek to complete its work effectively using new communication tools and sharing of information with other people in the work places. This will give rise to more effective methods of service delivery (Parry & Lazarova, 2013).
Despite the positive influences, trends in HR management also have some negative influences as far as HR practices in the service industry are concerned. One of the main negative influences is the fact that there will be a great disparity in the workforce. With globalization of the service industry, there is great cultural diversity. The exit of the workforce is also a major problem for HR departments in the industry. The challenge arises in incorporating the new methods of operation that the newer generation will bring into the workplace. There will be two distinct divisions in the workplace (Maitland& Thomson, 2011). One will be made up of the newer generation who will be ready to incorporate newer methods of operation. The other group is made up of the older generation who are used to certain methods of service delivery. For example, it would be very hard to change a person who was used to manual filing for twenty years to use automatic filing system. Therefore, the HR department will be faced with a dilemma whether to bring in an entirely new workforce or maintain the existing one.
Bringing in new employees means loss of experience which is similar to starting a new business. At the same time, the older generation is slow in incorporating new service delivery methods which present fewer costs and more profits. Thus, this trend will have a negative influence on the HR practices in the service industry. The other trend in that has negative influence on HR practice is the adoption of IT tools (Avolio & Yammarino, 2013). IT tools present a forum for exchange of ideas in international social works. This enables communication among workers, as well as among different companies. This may lead to concerns in corporate culture as well as management. IT tools allow more involvement in discussions all over the world. Employees in the service industry may lose their organizational culture due to influence from their colleagues in another region. This is a challenge for HR departments in the industry.
HR practices all over the world are important in organizational growth. With diversity in organizational culture and globalization in the service industry, HR departments across the globe are faced with the task of stabilizing the organization. Therefore, potential entrants in HR management should be well aware of the trends in this industry, as well as other industries in general. This way, they will be able to appreciate the positive impacts as well as seek solutions for the negative ones. Existing stakeholders in the HR practice should also be aware of the changes that these trends may bring to the existing labor force. This way, they can plan ahead to ensure that they maintain and stabilize their organizations. This will lead to effective service provision in the service industries as well as other industries in general.
Author's Bio: Amanda Parkinson, the writer at https://qualitycustomessays.com/ and a passionate series movie watcher. She used to lifestyle blogging and solo traveling.
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