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One of the major realities facing labor
in this country is the rapid decrease
in the salary and benefits expectations
a U.S. worker can have while going into
the job market. With a vastly increased
labor pool to compete against, the U.S.
worker must be prepared to develop and
hone skills that otherwise might not
be necessary. A hundred years ago it
might have been unthinkable that a U.S.
laborer would have to rely on his native
English skills to appeal to an American
company.
However, this is increasingly
the case, as workers must seek to differentiate
themselves from the workforce abroad.
In addition, many workers must face
contract options that place them in a
more unstable
position in terms of employment guarantees
from companies, leading them to rely
less on one employer and more actively
seek other contract positions as well.
This lack of worker commitment is a
major factor in Human Resource
Management today.
Globalization is an irreversible trend,
and with it come many unpredictable outcomes
for the business environment. Through
it all, the job of Human Resource Management
is to match up worker skills with those
needed
by
employers.
For instance, while technology opens
up more cheap labor to U.S. companies,
it also increases the demand for workers
with technical training, a skill more
likely to be found in a first world country
like the U.S. Indeed, technology, information
and English skills can be the battle
cry of laborers redeployed into the domestic
U.S. market, and it is the job of HRM to
find a balance between cultivating a
solid workforce overseas, while meeting
the needs of the company at home.
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