FUTURE OF HRM: INFLUENCING FACTORS     

• Size of workforce: Corporate have considerably grown in size in current years, thanks to global competition in almost of all fields. The size of the work force, as a result, has increased, throwing up added challenges before HR managers in the form of additional demands for better pay, advantage and working conditions from several sections of the workforce constantly.
• Composition of workforce: The workforce composition is also changing over the years. The getting higher percentage of women and minorities in the work force is going to alter workplace equations dramatically. Demands for equivalent pay for equivalent work, putting an end to gender variation and bias in sure occupations, the breaking down of grass ceiling have been met already. Constitutional protection ensured to minorities has also been met to a high extent by HR managers in public sector units. The new equations can compel HR managers to pay more notice to protecting the rights of the other sex and make sure statutory defence and concessions to minorities and disadvantaged sections of society. The shifting character of workforce in terms of sex, age religion, caste, region etc. will put pressures on HR managers attempting to integrate the efforts of people from several places. Managing culturally and heterogeneous diverse groups is going to stretch the talents of HR managers completely.

• Employee expectations: "Rather than attempting to force employees to conform to 'corporate mould' future managers can well have to make more allowances for particular differences in people". (Mathis and Jackson p. 616). Today workers are more demanding, better educated and are prepared to voice strong, violent and combined protests in case their expectations are not met. The list of non-financial and financial demands is ever-growing and expanding. In quick-changing industries like, telecom, software, entertainment and pharmaceuticals the turnover ratios are growing fast and if HR managers do not positively respond to employee expectations, the attainment and development costs of recruits are going to mount up gradually. An efficient organisation is, therefore needs to anticipate and manage turnover by human resource planning, training schemes followed by appropriate compensation packages.