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HRM Session 3 : Challenges to HR Professionals Source : Personnel Management by Edwin B. Flippo...
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Transcript of HRM Session 3 : Challenges to HR Professionals Source : Personnel Management by Edwin B. Flippo...
HRM Session 3 : Challenges to HR Professionals
Source : Personnel Management by Edwin B. Flippo (pg:10-22)
Challenges faced by current crop of HR professionals Changing mix of the work force Changing personal values of the work force Changing expectation of citizen-employees Changing levels of productivity Changing demands of government
Changing mix of the work force Increased no.of minorities
entering occupations requiring greater skills Are they equipped with required
levels of skills & education Increasing levels of formal
education for the entire work force Jobs don’t match with the
personnel Frustration, absenteeism,
grievances, turnover More female employees
Is it better? Increased consumer spending Adaptability to unemployment Overall rise in productivity Increased tendency to acquire
professional education & training
Surprise greetings As a working mother with an office in my
home, I pride myself on maintaining a professional image. One key to that image is my answering-machine greeting, which is often the first contact clients have with me. I worked on making it sound upbeat and enthusiastic, and thought I had succeeded until a friend left this message: "Judy, this is Pam. I love your greeting, but do you know that you can hear your little boy in the background saying, 'Mommy, I gotta go potty'?"
Changing mix of the work force More married female employees More working mothers
How best to help them Flexi hours Job sharing Child care
Blue collar to white collar shift White collar employees do not tend to form unions Have greater expectation in terms of individual
treatment Difficult of evaluate performances Leads to participative appraisal systems like
“management by objectives”
Changing personal values : Earlier days
Changing personal values : Now
How to tackle changing personal views Assign repetitive, less challenging jobs to those willing Pay for the skills possessed than skills demanded by
job Fringe benefits Flexi time
Flexible starting time usually a band Core working time where all are present Flexible leaving time Issues : no of hours worked, monitoring, customer confusion Benefits
Enhanced productivity Reduced employee tardiness & absenteeism Improved moral & reduced turn over
Changing expectation of citizen employees External rights of citizenship penetrating
business enterprises Freedom of speech
Whistle blowing When is it acceptable
Proven desire to improve organization or protecting public
Right to privacy How much to divulge while joining an organization? Organizations are prying on employees life Employee perceives invasion of privacy when
personal info distributed without permission Personality info rather than productivity data is disclosed Personal info distributed to outsiders
Changing levels of productivity Productivity changes because of
Laws & regulations regarding environmental protection, health & safety .. Have increased cost of doing business
New employees into business increased because of laws Influx of female & minorities makes productivity dive in
the initial periods Mangers having short term goals tend to concentrate
more on marketing and ignore vital research, development & new plant investments
Maturing economies shift from manufacturing to service and achieving higher productivity levels in a service economy becomes difficult
Adverse relationships with labor unions Employee alienation & poor employee attitudes
Changing demands of government Government rules keep on changing regarding
the operative functions of HRM HR needs to keep himself updating and
reacting proactively Balancing organization objective and
government legislations becomes a challenge
Some more challenges for the new age HR professional
HR Management Challenges Globalization of Business
The threat of terrorism- How does this impact what we do?
Economic and Technological Changes Occupational shifts from manufacturing and
agriculture to service industries and telecommunications.
Pressures of global competition causing firms to adapt by lowering costs and increasing productivity.
Technological Shifts and the Internet Growth of information technology
Changing demographics
Fastest Growing Jobs to 2010Fastest Growing Jobs to 2010
Source: U.S. Bureau of Labor Statistics, www.bls.gov.
HR Management ChallengesWorkforce Availability and Quality Concerns
Inadequate supply of workers with needed skills for “knowledge jobs”
80% of manufacturing jobs report shortage of qualified workers Education of workers in basic skills
Not enough specific skills, not enough technology skillsGrowth in Contingent Workforce
Represents 20% of the workforce Increases in temporary workers, independent contractors,
leased employees, and part-timers caused by: Need for flexibility in staffing levels Increased difficulty in firing regular employees. Reduced legal liability from contract employees Boeing Strategy- manage employment cycles in suppliers and
partners
Quality of work life QWL is the level at which the members of an org. can satisfy their
personal requirements through their experience in the org. Its main obj. is to focus on creating a good working environment as a
result of which employees work together in a cooperative way and contribute their best in achieving the organizational goals
Employee expectations are Fair & reasonable Pay Safer Environment Employee Benefits Job Security Job satisfaction Empowerment Career Opportunities