Predicting the future is not something that people do not particularly successful. Obviously, human resource planning has its limits. In the laissez-faire markets of global capitalism, the survival of the organization are perceived, is on two imperatives:

Every organization is under these requirements. Organizations and voluntary sectors that traditionally were not directly exposed to market competition forced to comply. There is now a standard and expectation of the society, companies must offer products and services with maximum efficiency and lower costs. Human resources have been placed at the head of this philosophy for the consumer and market-oriented and high value on the concept of using labor. Hire more labor or skills required to throw new fire workers if there is no demand or specific vocational skills. Most low-skilled labor is organized around the tasks in simple steps by people who have little education and training by sharing out. Short-term decline in demand was offset by the release of a portion of the workforce and reducing the long-term demand is compensated by redundancy. If stereotype is true, is still controversial.

Have debates about whether leaders in organizations have a new approach for the management and use of labor sought by the dominant concept of flexible enterprise. The concept was the ideal organization, as the solution to the problems of the operating environment support design. Atkinson expressly held that the companies were forced to change its strategy towards market stagnation, job loss, uncertainty, technological change and pressures to reduce the working hours. He suggested that the possibility for flexible business model at the time due to the uncertainties of market turmoil and new technologies, slack labor markets and weakened unions unable to resist the changes made to move. In short, flexible business model is a huge amount of criticism attracted by other commentators. Besides criticizing the methodology of Atkinson and the narrowness of the sample evidence from other empirical studies have contradictory.

It is really difficult if not impossible to find, a “one size fits all” solutions for human resources strategy. By comparing financial strategy is based on the central resources of money and as such it can accurately and financial strategy to a certain degree can be calculated centrally and implemented by a variety of industries and companies. This view is supported by the fact that most companies choose between a small number of financial accounting software, support, regardless of their location within the country, industry or culture. In contrast to the human resources strategy based on the central resources of the people. It is no coincidence that the HR strategy, change is more on the emerging changes in the regulatory focus, since it represents the first challenge tends enough.