Fundamentals of Human Resource Management: Strategic Implications of A Dynamic HRM Environment
The document discusses the changing environment for human resource management (HRM) and the implications this has for HRM practices. It notes that the world of work is changing more rapidly due to factors like globalization, technology changes, workforce diversity, and contingent work arrangements. Effective HRM requires understanding these implications and adapting practices accordingly. This includes recognizing that cultural values vary globally and HRM theories may not always apply universally. Technology in particular has significantly changed how people work and share information.
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Fundamentals of Human Resource Management: Strategic Implications of A Dynamic HRM Environment
The document discusses the changing environment for human resource management (HRM) and the implications this has for HRM practices. It notes that the world of work is changing more rapidly due to factors like globalization, technology changes, workforce diversity, and contingent work arrangements. Effective HRM requires understanding these implications and adapting practices accordingly. This includes recognizing that cultural values vary globally and HRM theories may not always apply universally. Technology in particular has significantly changed how people work and share information.
Download as PPT, PDF, TXT or read online on Scribd
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Chapter 1
Strategic Implications of a Dynamic HRM Environment
Fundamentals of Human Resource Management The World of Work - continues to change, but at an even more rapid pace. HR must understand the implications of: globalization technology changes workforce diversity changing skill requirements continuous improvement initiatives the contingent work force decentralized work sites and employee involvement The World of Work - continues to change, but at an even more rapid pace. HR must understand the implications of: globalization technology changes workforce diversity changing skill requirements continuous improvement initiatives the contingent work force decentralized work sites and employee involvement Todays business world is truly a global village. This term refers to the fact that businesses currently operate around the world. HRM must ensure that employees can operate in the appropriate language communications are understood by a multilingual work force Ensure that workers can operate in cultures that differ on variables such as status differentiation societal uncertainty assertiveness individualism HRM also must help multicultural groups work together.
1. Assertiveness: Assertive and aggressive in social relationships. 2. Future Orientation: planning, investing and delaying gratifications. 3. Gender Differentiation 4. Uncertainty Avoidance 5. Power Distance 6. Individualism/collectivism: How much being in group is rewarded? 7. In-group collectivism: People want to be a part of the group 8. Performance orientation: Acceptance of the legitimacy of hierarchy and valuing of perseverance and thrift. 9. Humane orientation: how much altruism, generosity, fairness, friendliness, being caring (basically being good) is appreciated.
Cultural Implications for HRM Not all HRM theories and practices are universally applicable. HRM must understand varying cultural values. Has altered the way people work. Has changed the way information is created, stored, used, and shared. The move from agriculture to industrialization created a new group of workers the blue-collar industrial worker. Since WWII, the trend has been a reduction in manufacturing work and an increase in service jobs. Knowledge Worker - individuals whose jobs are designed around the acquisition and application of information. Why the emphasis on technology: makes organizations more productive helps them create and maintain a competitive advantage provides better, more useful information
How Technology Affects HRM Practices Recruiting Employee Selection Training and Development Ethics and Employee Rights Motivating Knowledge Workers Paying Employees Market Value Communication Decentralized Work Sites Skill Levels Legal Concerns
The challenge is to make organizations more accommodating to diverse groups of people.
The Workforce Today minorities and women have become the fastest growing segments the numbers of immigrant workers and older workers are increasing
How Diversity Affects HRM Need to attract and maintain a diversified work force that is reflective of the diversity in the general population. Need to foster increased sensitivity to group differences. Must deal with the different Values Needs Interests Expectations of employees
What Is a Work/Life Balance? A balance between personal life and work Causes of the blur between work and life The creation of global organizations means the world never sleeps. Communication technologies allow employees to work at home. Organizations are asking employees to put in longer hours. Fewer families have a single breadwinner. Do We Have a Shortage of Skilled Labor? The combination of the small Gen-X population, the already high participation rate of women in the workforce, and early retirements will lead to a significantly smaller future labor pool from which employers can hire. Why Do Organizations Lay Off During Shortages? Downsizing is part of a larger goal of balancing staff to meet changing needs. Organizations want more flexibility to better respond to change. This is often referred to as rightsizing, linking employee needs to organizational strategy.
How Do Organizations Balance Labor Supply? Organizations are increasingly using contingent workers to respond to fluctuating needs for employees. Contingent workers include Part-time workers Temporary workers Contract workers Issues Contingent Workers Create for HRM How to attract quality temporaries How to motivate employees who are receiving less pay and benefits How to have them available when needed How to quickly adapt them to the organization How to deal with potential conflicts between core and contingent workers Continuous improvement - making constant efforts to provide better products and service to customers External Internal Quality management concepts have existed for over 50 years and include the pioneering work of W. Edwards Deming. Key components of continuous improvement are: Focus on the customer Concern for continuous improvement Improvement in the quality of everything Accurate measurement Empowerment of employees Work Process Engineering involves radical, quantum changes to entire work processes. How HRM Assists in Work Process Engineering Helps employees deal with the emotional aspects of conflict and change Provides skills training Adapts HR systems, such as compensation, benefits, and performance standards.
Delegation having the authority to make decisions in ones job Work teams workers of various specializations who work together in an organization HRM must provide training to help empower employees in their new roles. Involvement programs can achieve: greater productivity increased employee loyalty and commitment Three views of ethics: Utilitarian View decisions are made on the basis of their outcomes or consequences Rights View decisions are made with concern for respecting and protecting individual liberties and privileges Theory of Justice View decisions are make by enforcing rules fairly and impartially Code of ethics - a formal document that states an organizations primary values and the ethical rules it expects organizational members to follow.
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