Chapter 1 Strategic Implications of a Dynamic HRM Environment Fundamentals of Human Resource Management
Chapter 1Strategic Implications of a Dynamic HRM Environment
Fundamentals of Human Resource Management
Introduction
• 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 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.
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 productive– helps them create and maintain a
competitive advantage– provides better, more useful information
The Changing World of Technology
• 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
Workforce Diversity
• The challenge is to make organizations more accommodating to diverse groups of people.
Workforce Diversity
• The Workforce Today – minorities and women have become the
fastest growing segments– the numbers of immigrant workers and
older workers are increasing
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 increased sensitivity to group differences.
– Must deal with the different• Values• Needs• Interests• Expectations of employees
Workforce Diversity
• 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.
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.
Understanding Cultural Environments
• 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.
Understanding Cultural Environments
• GLOBE Dimensions:– Assertiveness– Future Orientation– Gender Differentiation– Uncertainty Avoidance– Power Distance– Individualism/collectivism– In-group collectivism– Performance orientation– Humane orientation
Understanding Cultural Environments
• Cultural Implications for HRM– Not all HRM theories and practices are
universally applicable.– HRM must understand varying cultural
values.
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.
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.
Labor Supply
• 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
Labor Supply
Labor Supply
• 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 Programs
• 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.
Continuous Improvement Programs
• 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
Continuous Improvement Programs
• 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.
Employee Involvement
• 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
A Look at Ethics
• 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.