Presentation on theme: "Fundamentals of Human Resource Management"— Presentation transcript:
1 Fundamentals of Human Resource Management Eighth EditionDeCenzo and RobbinsChapter 1Strategic Implications of a Dynamic HRM Environment
2 IntroductionThe World of Work - continues to change, but at an even more rapid pace(speed).HR must understand the implications of:globalizationtechnology changesworkforce diversitychanging skill requirementscontinuous improvement initiativesthe contingent work forcedecentralized work sitesand employee involvement
3 Understanding Cultural Environments Today’s business world is truly a global village. This term refers to the fact that businesses currently operate around the world.
4 Understanding Cultural Environments HRM must ensure thatemployees can operate in the appropriate languagecommunications are understood by a multilingual work forceEnsure that workers can operate in cultures that differ on variables such asstatus differentiationsocietal uncertaintyassertivenessindividualismHRM also must help multicultural groups work together.
6 Understanding Cultural Environments Cultural Implications for HRMNot all HRM theories and practices are universally applicable.HRM must understand varying cultural values.
7 The Changing World of Technology 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.
8 The Changing World of Technology Knowledge Worker - individuals whose jobs are designed around the acquisition and application of information.Why the emphasis on technology:makes organizations more productivehelps them create and maintain a competitive advantageprovides better, more useful information
9 The Changing World of Technology How Technology Affects HRM PracticesRecruitingEmployee SelectionTraining and DevelopmentEthics and Employee RightsMotivating Knowledge WorkersPaying Employees Market ValueCommunicationDecentralized Work SitesSkill LevelsLegal Concerns
10 Workforce DiversityThe challenge is to make organizations more accommodating to diverse groups of people.
11 Workforce DiversityDiversity is the existence of many unique individuals in the workplace, marketplace and community. This includes men and women from different nations, cultures, ethnic groups, generations, backgrounds, skills, abilities and all the other unique differences that make each of us who we are.
12 Workforce Diversity The Workforce Today minorities and women have become the fastest growing segmentsthe numbers of immigrant(migrators) workers and older workers are increasing
13 Workforce Diversity 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(further) increased sensitivity to group differences.Must deal with the differentValuesNeedsInterestsExpectations of employees
14 Workforce Diversity What Is a Work/Life Balance? A balance between personal life and workCauses of the blur between work and lifeThe 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.
15 Labor Supply 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.
16 Labor Supply 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.
17 Labor Supply How Do Organizations Balance Labor Supply? Organizations are increasingly using contingent workers to respond to fluctuating needs for employees.Contingent workers includePart-time workersTemporary workersContract workers
19 Labor Supply Issues Contingent Workers Create for HRM How to attract quality temporariesHow to motivate employees who are receiving less pay and benefitsHow to have them available when neededHow to quickly adapt them to the organizationHow to deal with potential conflicts between core and contingent workers
20 Continuous Improvement Programs Continuous improvement - making constant efforts to provide better products and service to customersExternalInternalQuality management concepts have existed for over 50 years and include the pioneering work of W. Edwards Deming.
21 Continuous Improvement Programs Key components of continuous improvement are:Focus on the customerConcern for continuous improvementImprovement in the quality of everythingAccurate measurementEmpowerment of employees
22 Continuous Improvement Programs Work Process Engineering involves radical, quantum changes to entire work processes.How HRM Assists in Work Process EngineeringHelps employees deal with the emotional aspects of conflict and changeProvides skills trainingAdapts HR systems, such as compensation, benefits, and performance standards.
23 Employee InvolvementDelegation – having the authority to make decisions in one’s jobWork teams – workers of various specializations who work together in an organizationHRM must provide training to help empower employees in their new roles.Involvement programs can achieve:greater productivityincreased employee loyalty and commitment
24 A Look at Ethics Three views of ethics: Utilitarian View – decisions are made on the basis of their outcomes or consequencesRights View – decisions are made with concern for respecting and protecting individual liberties and privilegesTheory of Justice View – decisions are make by enforcing rules fairly and impartiallyCode of ethics - a formal document that states an organization’s primary values and the ethical rules it expects organizational members to follow.