— The research based identification of the emerging trends of Human Resource Management or HRM can be noted in the writings of Armstrong and Taylor (2014) and Armstrong (2016). As mentioned in these literatures, the current HRM is under severe pressure of globalization, and is without any nationally restricted boundary. This refers that the current mode of HRM are free to expand the business and recruit people from any corner of the world. Adequate knowledge and skills for the job, and having appropriate sense of cultural adaptability in the employee are the keys that make HRM go international in offering best employees to the organisation. Acceptance to diversity among the workforce makes HRM more responsible in creating the right transparency in the working ambience of the organisation. There remains no space for discrimination based on any particular difference in the employees. Arranging appropriate trainings and seminar sessions for changing skills and adding multi-tasking abilities among the employees, are some of the major trends that are followed on worldwide basis.

With the availability of knowledgeable and skilled employees on global basis, the modern trend of HRM is getting very selective and is more inclined in down-sizing the organisational intake. As the down-sizing takes it turn, the HRM starts getting into the mode of offering quality oriented services. There is the continuous approach in terms of generating better and improved programs to the employees and re-engineering the proceedings of the work for an improved mode of productivity and sustainability. Adding transparency between the management and the employees, adding technological support to the organisational functionalities, and customising services are some of the increasing demands for HRM, by the organisations in the international frontier.

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