Title: Strategic Implications of a Dynamic HRM Environment
1Fundamentals of Human Resource Management Eighth
Edition DeCenzo and Robbins
Chapter 1 Strategic Implications of a Dynamic
HRM Environment
2Introduction
- 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
3Understanding Cultural Environments
- Todays business world is truly a global village.
This term refers to the fact that businesses
currently operate around the world.
4Understanding 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.
5Understanding Cultural Environments
- GLOBE Dimensions
- Assertiveness
- Future Orientation
- Gender Differentiation
- Uncertainty Avoidance
- Power Distance
- Individualism/collectivism
- In-group collectivism
- Performance orientation
- Humane orientation
6Understanding Cultural Environments
- Cultural Implications for HRM
- Not all HRM theories and practices are
universally applicable. - HRM must understand varying cultural values.
7The 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.
8The 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
9The 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
10Workforce Diversity
- The challenge is to make organizations more
accommodating to diverse groups of people.
11Workforce Diversity
- The Workforce Today
- minorities and women have become the fastest
growing segments - the numbers of immigrant workers and older
workers are increasing
12Workforce 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
13Workforce 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.
14Labor 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.
15Labor 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.
16Labor 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
17Labor Supply
18Labor 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
19Continuous 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.
20Continuous 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
21Continuous 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.
22Employee Involvement
- 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
23A 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
organizations primary values and the ethical
rules it expects organizational members to
follow.