1. Size of workforce: Corporates have grown in size considerably in recent years, thanks to global competition in almost all fields. The size of the work force, consequently, has increased, throwing up additional challenges before HR managers in the form of additional demands for better pay, benefits and working conditions from various sections of the workforce constantly.
2. Composition of workforce: The workforce composition is also changing over the years. The rising percentage of women and minorities in the work force is going to alter workplace equations dramatically. Demands for equal pay for equal work, putting an end to gender inequality and bias in certain occupations, the breaking down of grass ceiling have already been met. Constitutional protection ensured to minorities has also been met to a large extent by HR managers in public sector units.
3. Employee expectations: “Instead of attempting to force employees to conform to a ‘corporate mould’ future managers may well have to make more allowances for individual differences in people”. Nowadays workers are better educated, more demanding and are ready to voice strong, violent and joint protests in case their expectations are not met.
4. Changes in technology: Increased automation, modernisation and computerization have changed the way the traditional jobs are handled. In such a scenario unless employees update their knowledge and skills constantly, they cannot survive and grow. This will necessitate training, retraining and mid-career training of operatives and executives at various levels. Where such initiatives are missing, it becomes very difficult for employees to face the forces of technology with confidence and get ahead in their careers steadily.
