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Objectives
Objectives
(contd) After studying this chapter, you should be able to: 7. Discuss the impact of cost pressures on HR policies. 8. Discuss the primary demographic and employee concerns pertaining to HRM. 9. Provide examples of the roles and competencies of todays HR managers.
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Figure 11
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Impact of globalization
Anything, anywhere, anytime markets Partnerships with foreign firms Lower trade and tariff barriers
NAFTA, EU, APEC trade agreements WTO and GATT
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Impact on HRM
Different geographies, cultures, laws, and business practices Issues:
Identifying capable managers and workers Developing foreign culture and work practice training programs. Adjusting compensation plans for overseas work
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Knowledge-Based Training
Online instruction Just-in-time learning via the Internet on company intranets
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Store and retrieve of large quantities of data. Combine and reconfigure data to create new information. Institutionalization of organizational knowledge. Easier communications. Lower administrative costs, increased productivity and response times.
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Highlights in HRM 2
Most Common HR Information Systems Applications
Payroll Benefits administration Benefits enrollment Recruitingapplicant tracking Personnel administration Training and development Employee self-service Manager self-service Other 76.7% 57.1 41.4 39.1 39.1 31.6 24.8 18.0 3.8
Source: How HR Managers Use Technology Applications to Control HR Department Costs, Human Resource Department Management Report, no. 45 (May 2004).
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Change that occurs after external forces have already affected performance Change initiated to take advantage of targeted opportunities
Proactive change
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Six Sigma
A process used to translate customer needs into a set of optimal tasks that are performed in concert with one another.
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Requires that managers create an environment for change. Depends on effective leadership and communication processes. Requires that administrative systems be reviewed and modified.
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Outsourcing
Contracting outside the organization to have work done that formerly was done by internal employees.
Offshoring
The business practice of sending jobs to other countries.
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Figure 12
Source: Near-Term Growth of Offshoring Accelerating, Forester Research, Inc., May 2004. Copyright 2007 Thomson South-Western. All rights reserved. 120
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Figure 13
Source: Derived from U.S. Department of Commerce data Copyright 2007 Thomson South-Western. All rights reserved. 124
Figure 14
Productivity Enhancements
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Highlights in HRM 4
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Figure 15
Source: U.S. Census Bureau Copyright 2007 Thomson South-Western. All rights reserved. 127
Figure 16
LABOR FORCE PARTICIPATION RATE BY SEX, PROJECTED 19502012 Continuing a historical trend, the labor force participation rate for men will decline as the rate for women increases.
LABOR FORCE GROWTH BY SEX, PROJECTED 20022012 The number of women in the labor force is expected to grow at a higher rate than that for men.
Source: U.S. Department of Labor Copyright 2007 Thomson South-Western. All rights reserved. 128
Figure 17
Education Pays
Source: U.S. Department of Labor Copyright 2007 Thomson South-Western. All rights reserved. 129
Figure 18
Source: Reprinted by permission of Elsevier from Managing for Effective Workforce Diversity by Kathleen Iverson from The Cornell Hotel and Restaurant Administration Quarterly 41, no. 2 (April 2000): 3138. Copyright 2007 Thomson South-Western. All rights reserved.
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Highlights in HRM 5
Source: Survey data from Gail Robinson and Kathleen Dechant, Building a Business Case for Diversity, Academy of Management Executive 11, no. 3 (August 1997): 2131; permission conveyed through the Copyright Clearance Center, Inc.
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Cultural Changes
Employee Rights
Cultural Changes
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Competencies
1. Business mastery 2. HR mastery 3. Change mastery 4. Personal credibility
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Figure 19
Source: Arthur Yeung, Wayne Brockbank, and Dave Ulrich, Lower Cost, Higher Value: Human Resource Function in Transformation. Reprinted with permission from Human Resource Planning, Vol. 17, No. 3 (1994). Copyright 1994 by The Human Resource Planning Society, 317 Madison Avenue, Suite 1509, New York, NY 10017, Phone: (212) 490-6387, Fax: (212) 682-6851. Copyright 2007 Thomson South-Western. All rights reserved.
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Key Terms
corporate social responsibility downsizing employee leasing globalization human capital human resources information system (HRIS) human resources management (HRM) knowledge workers managing diversity offshoring outsourcing proactive change reactive change reengineering Six Sigma total quality management (TQM)
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