1. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Chapter 1 Strategic Implications of a Dynamic HRM Environment Fundamentals of Human Resource Management Eighth Edition DeCenzo and Robbins

2.  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 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

3.  Today’s business world is truly a global village. This term refers to the fact that businesses currently operate around the world. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

4.  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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

5.  GLOBE Dimensions:  Assertiveness  Future Orientation  Gender Differentiation  Uncertainty Avoidance  Power Distance  Individualism/collectivism  In-group collectivism  Performance orientation  Humane orientation Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

6.  Cultural Implications for HRM  Not all HRM theories and practices are universally applicable.  HRM must understand varying cultural values. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

7.  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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

8.  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 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

9.  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 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

10.  The challenge is to make organizations more accommodating to diverse groups of people. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

11.  The Workforce Today  minorities and women have become the fastest growing segments  the numbers of immigrant workers and older workers are increasing Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

12.  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 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

13.  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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

14.  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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

15.  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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

16.  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 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

18.  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 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

19.  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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

20.  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 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

21.  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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

22.  Delegation – having the authority to make decisions in one’s 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 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

23.  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 organization’s primary values and the ethical rules it expects organizational members to follow. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins