HRM 1 Strategic+Implications+of+a+Dynamic+HRM+Environment

Fundamentals of Human Resource Management, DeCenzo and Robbins


Chapter 1Strategic Implications of a Dynamic HRM Environment

DeCenzo and Robbins


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


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.

Global village

Global frame work

MNC

National Culture dimensions

HRM Practices must be adjusted



• 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.



• GLOBE Dimensions:– Assertiveness– Future Orientation– Gender Differentiation– Uncertainty Avoidance– Power Distance– Individualism/collectivism– In-group collectivism– Performance orientation– Humane orientation



• GLOBE Dimensions:– Assertiveness: Assertive and aggressive in social relationships.

– Future Orientation: planning, investing and delaying gratifications.

– Gender Differentiation

– Uncertainty Avoidance

– Power Distance



• GLOBE Dimensions:

– Individualism/collectivism: How much being in group is rewarded?

– In-group collectivism: People want to be a part of the group

– Performance orientation: Acceptance of the legitimacy of hierarchy and valuing of perseverance and thrift.

– 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.


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.



• 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


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.


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: Are there for a few hours and are

rarely given any extra benefits• Temporary workers: they are like part timers, but they

may be employed for some time as a replacement. • Contract workers: bound for some time, skilled, generally

charge a high fee for their expertise


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.



• 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.


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.

HRM 1 Strategic+Implications+of+a+Dynamic+HRM+Environment

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