Future Trends In Human Resource Research Paper Sample

Type of paper: Research Paper

Topic: Human Resource Management, Workplace, Health, Human, Health Care, Future, Management, Employee

Pages: 4

Words: 1100

Published: 2021/02/28


The increase in population in both developing and developed countries poses a challenge to the government and the private sector to plan and formulate strategies that would be used to shape the future and nature of human resource. Scholars have observed that past trends and future trends in human resource differ because of the dynamic of the market, population increase, globalization, technological advancement (Society of Human Resources Management, 2015). A brief status of the healthcare sector currently is that it needs to increase the number of workers, keep up with technological advancement, attend to the needs of workers, and improve the nature of work. For this reason, the paper seeks to consider future trends in human resource in the healthcare sector and influence or impact these trends human resource and the entire sector. Apart from that, the paper seeks to establish the trend that impact the sector and what the sector can do to prepare for such changes.

Future trends in human resource and their importance

The nature of the worker
Workers’ job profile has been changing because of the need to improve the quality of service each employee offers in a bid to reduce the cost of production. Improving job productivity per worker has been the aim of every organization and such a need has contributed to future changes in the nature of workers in terms of experience, qualification, and skills. In the future, firms are supposed to provide for a generation of new breed employees because in the past there were few women in the workforce, but in the future, women are going to occupy various levels of management. It is also known that firms want to employ a young generation whose productivity is high, but again, firms cannot abandon the aging populace because the majority are experienced and form important pillars of most organization’s operations.
The importance of this trend in human resource is that it helps in ensuring that firms redefine the profiles of employees to keep up with increasing cost of production and the need to offer better services to the public. Human resource operations have to change because each H.R. has to research and find out what are some of the components of employee’s job profiles have changed in order to adjust. This trend will affect the human resource positively because it will enhance acquisition of knowledge and skills to the entire human resource department. The rationale behind it is that H.R. department will embark of retraining all workers including themselves, seek for consultations from external parties, and increase their roles and responsibilities. It is important to note that, the increase in these responsibilities will come with a pack of benefits and rewards.
There will be improvement in the healthcare sector because a healthcare employee will have to attend to many roles thereby increase productivity and improve service delivery. However, most of the human resource officials have to take time to acquire knowledge and skills to adjust to this trend (Niles, 2013). Such a move is costly to them and as such, most of them might be forced out of service for some time. In the healthcare sector, the aging population of employees, which is experienced might be forced out of the system because most of them might find it difficult to increase or change their roles and responsibilities because they are not used or are committed.

The nature of work

Unlike in the past, the future of most companies depends on their abilities to alter the nature of their work environment, systems, and operational modalities to ensure parity with market dynamics. Currently, many H.R. continue to use analogue or outdated management information systems to execute their role and this has contributed to increased inefficiencies. Workers in the past used to work in unfavorable working conditions are a few rose complains about it. Additionally, division of labor and specialization has been adopted because most management scholars support it.
In the future, such practices, activities will change and that the H.R. will have to change the nature of work in order to win competitive advantage and position themselves in the market. Notably, the H.R. will have to automate their systems to ensure high efficiency and effectiveness in service delivery. Apart from that, there will be the need to re-engineer working modalities, operational procedures to mitigate management challenges affecting employees. It is important for the H.R. to alter the nature of work because the increase in population increases demand of good and services and consequently, supply.

Conflicting expectations of workers and the work place

It is true that workers’ productivity over the past has been increasing and it is bound to increase even further (Society of Human Resource Foundation, 2014). However, there has been no positive correlation with employee gains and improvement in the work environment. H.R. should prepare to enter into a tug of wars with labor unions because of the frequent demonstrations firms are supposed to experience from workers. In the future, employee retention and talent management will change because of expected competition among firms over competent personnel. It is important for the H.R. to consider this trend because it might improve or hinder it from sustaining their performance and that of the entire firm in the future.

The trend that will mostly affect the healthcare

Conflicting workers expectation and the work place is the trend that will affect the healthcare sector to its maximum. Undeniably, healthcare workers across the globe have been complaining about low pay with respect to the nature of work they perform. Their plight has seen many healthcare labor unions advise their members to hold frequent demonstrations to protest for pay increments, which are attributed to the increased cost of living and job demands that see them work round the clock. Increased population and reduced number of healthcare practitioners that should match with the requirements of World Health Organization attribute to the controversy between conflicts between workers expectation and the workplace.

Alleviating the problem

The World Health Organization in collaboration with nursing councils should ensure full implementation of the requirement that seek to ensure enough medical personnel per health facility (Pizzi, 2012). Apart from that, the same institution should liaise with labor unions and government to reach an agreement on the amount of pay medical personnel are supposed to earn according to their job. There is the need for healthcare facilities to motivate their workers to avoid frequent demonstrations that hinder patients from accessing healthcare services when they need them.


Coombes, R. (2014, February 5). What Is the Future of HR? Retrieved April 17, 2015, from http://www.workforce.com/articles/20179-what-is-the-future-of-hr
Elarabi, H., & Johari, F. (2014). The Impact of Human Resources Management on Healthcare Quality. Asian Journal of Management Sciences & Education, 3(1), 13-22.
McConnell, C. (2013). The health care manager's human resources handbook (2nd ed.). Burlington, Mass.: Jones & Bartlett Learning.
Niles, N. (2013). Basic concepts of health care human resource management. Burlington, Mass.: Jones & Bartlett Learning.
Pizzi, R. (2012, September 14). Facing down the challenges of healthcare HR. Retrieved April 17, 2015, from http://www.healthcarefinancenews.com/news/facing-down-challenges-healthcare-hr
Society of Human Resource Foundation. (2014). Challenges for human resource management and global business strategy - Future HR Trends. Retrieved April 17, 2015, from http://futurehrtrends.eiu.com/report-2014/challenges-human-resource-management/
Society of Human Resources Management, S. (2015). Trends and Forecasting. Retrieved April 17, 2015, from http://www.shrm.org/research/futureworkplacetrends/pages/default.aspx

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