Human resource management (HRM) is defined as the set of policies, practices and systems that influence employee behaviour, attitudes and performance (Noe- Hollenbeck,-Gerhert-Wright, 2003, p. Human resource management has changed the previous attitudes and assumptions of people management regarding managing people in several ways with significant impact and the new model of human resource management includes many essential elements vital to the basic management objective of achieve and maintain competitiveness. In this article, the author will describe the changing role of human resource management (HRM) in response to trends in globalization, technology, diversity, e-business, and ethics. Globalization The first impact on the changing role of human resource management is globalization. Companies are finding that to survive they must compete in international markets and fend off attempts by foreign competitors to gain ground in the United States (de Silva, S., 1997). To meet these challenges, U.S. businesses must develop global markets, keep pace with foreign competition, hire from an international labor pool, and prepare employees for global assignments (Noe-Hollenbeck, -Gerhert-Wright, 2003, p. 46 ). Employee skills have become key determinants not only of flexibility, efficiency and excellence, but also of employability, investment and the ability to quickly adapt to market changes. For the employers of today and tomorrow, talent comes from a global workforce. Organizations with international operations hire at least some of their employees in the foreign countries in which they operate. Even small businesses that stay close to home often find that qualified applicants include some immigrants to the United States. Changes in the contemporary global economy highlight many of the emerging challenges facing human resource management (HRM). Many social changes increasingly link countries to co-dependent nations in which goods, capital and people move freely. Among these communities, however, a mixture of cultural barriers remains. To remain successful in this new global era, agencies must commit to expanding their business. They must also create internal plans that can succeed in global competition. Applying successful global strategies requires careful attention to the inconsistencies created in managing human resources and maintaining complex organizational cultures. Technology A second development, which has shifted attention to workplace relationships, is technology. Human resource management plays an important role in helping organizations gain and maintain an edge over the competition by becoming high-performance work systems. These are organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and processes) (Noe-Hollenbeck, -Gerhert-Wright, 2003, p. 36). have changed, just as the needs to create a high-performance work system have changed.