Chapter 2: Trends in HR Management

illegal immigrants

1) needed to help labor supply meet labor demand. 2) compliance tough: they need the labor but they can't get around justifying it anymore.

TQM core values

1) processes made to satisfy intended customer. 2) train everyone in quality. 3) build quality in. 4) supply chain cooperation up and downstream. 5) have data driven feedback. less speculation.

results of reengineering

1) way HR reaches goals may change. 2) HR must help the organization as a while change its designs and implement said change.

youth challenge

HR needs to attract, retain, prepare youth.

diverse workforce

HR needs to consider race, ethnicity and gender. asia is the biggest immigrant race and Hispanics the biggest ethnicity.

human resource information systems

HRIS. computer system used to acquire, store, manipulate, analyze, retrieve and distribute information related to human resources.

total quality management

TQM. firm wide effort to continuously improve the ways people, machines, systems accomplish work.

contract company workers

a specific company contacted to do a specific thing for us for a specific time.

aging workforce

a unique challenge to HR. the fifty five plus age group is growing. a lot of time spent planning retirement and motivating those with peaked careers. get them to work as mentors

combating challenges of diversity

accommodations include flexible schedules, train on stereotypes, elder care, day care etc.

effects of HRIS

allows strategic decisions, less lawsuits for not being up to date, help with evaluations, makes decisions easier. these systems help adapt to strategies by integrating HR tasks thus improving the talent pool

the new psychological contract

an unspoken contract. employers want employees to take more career responsibility. that being said less job security. employees want flexible schedules, more work control and opportunities to develop.

challenges of a diverse workforce

biases must be combated. acknowledge that diversity can lead to innovation. culture values differ, you must encourage career development and confront conflict

knowledge workers

contractors specialized information of customers, processes, profession etc. good for our future as a service economy. they are super valuable and a new idea is treating everybody as special and unique. technoservice

external labor force

creates internal labor force. those readily seeking jobs

psychological contract

description of what an employee expects to contribute in an employment relationship and what the employer will provide

Human resources dashboard

display on all the human resource performance metrics. productivity. info sharing at it's finest. free flow of information. social networks may be linked

electronic Human resource management

e-HRM. process of transmission of digitized human resources information using computer networks and internet. super customization, accessible and no geographic limitations. a huge issue is security and privacy

employee engagement

fully involved and committed employee. this leads to more productivity, better service and less turnover. but one must adapt and listen to customer needs

teamwork

groups with multiple skill sets interacting to make a product or service. they tend to have more control and responsibility, management power and less end of the line inspection.

skill deficiency

hard to find the right people. math verbal and interpersonal skills are the most wanted. people need to be better at interaction and collaboration.

challenges of HR

hiring growth is slowing. specific talent is harder to find. changing technology means changing training. cost of benefits is going up so we need creative packages.

risk of employees

if you try and dictate how they do their work then they are an employee

employability

in lew of security. want provision of training and job experiences to ensure we can find another job if needed.

intranet

internet with limited and authorized access.

common HRIS

internet, intranet, portals, shared service centers (kills redundancy), cloud, business intelligence (trends), data mining.

global outsourcing

its a big world out there. international labor pool. international rivals. talent exists

downsizing

lay-offs. how to keep up reputation as a good place to work. help morale. help sustainability. be sure it's surgical removal.

needs of employee empowerment

listen, engage, have all contribute ideas, reward innovation, train in management, have a feedback system. all needed to help employees feel needed

international assignments

managers need to be ready to travel and deal with cultures, norms, language and technology

customer goal of HR

managers need to do their tasks faster, more efficiently and be less wasteful while still delivering the top quality.

employee empowerment

more autonomous. decision making for all parts of product development and customer service in the hands of the worker. accountability.

alternative working arrangements

not the traditional full time employee. using independent contractors, temps, contract companies etc.

immigration and compliance

note that all those immigrants are checked for legal authorization to work

flexible work schedules

now the 24-7 staffing is the norm. more demanding and life encroaching work. often leads to less morale, more stress and lower productivity. not to mention turnover so a work life balance program and the chances to go to the gym or lunch is needed.

management self-service

online access affects top dogs too. can go online and make decisions, change positions, give authorization what have you.

crowdsourcing

online way of a bunch of people each doing a tiny bit of the job. impossible to know who is doing what.

offshoring

operate from a country where a firm is headquarter is moved to a country with lower pay rates but sufficient skills.

temporary workers

part of an agency which we pay to have a person work for us

on-call workers

people who only work when we need them.

strategy and HR: integrated approach

recruitment and selection, training and development, measure and reward only based on where the tasks meshed with strategy. helps us pick the right talent and make the right moves

cloud computing

remote server computers do the computing tasks. everything based on line.

flexible staffing levels

reshape and resizing the workforce. the use of traditional and alternative working arrangements to alter who is working for us as needed to fit economics and customer needs

independent contractors

self-employed individual with multiple clients.

agile approach

service sector. work with business users to continuously deliver goods while weaving the goods into the strategy. are receiving feedback on what is and isn't working.

self-service

systems in which employees have online access to information about human resource data, issues etc. employees can go online to enter programs and give feedback via surveys.

generation x

the cynical but management skilled generation

internal labor force

the employees and those contracted to work.

generation y

the generation that wants respect, be acknowledged and involved.

job hopping

the intentional changing of jobs repeatedly. less bored but always learning new systems and cultures so reduces own value.

what the new customer wants

the new customer wants quality and customization. means that workers need to be adaptive and creative

worker trends

the new movement for employees is knowledge workers, empowerment and teams

virtual teams

the team of the future. skype. email. reduces labor costs and more batch production

strategy and HR: challenges

these strategic moves hurt HR. they include M&A, outsourcing, globalization etc. total quality management, re-engineering, downsizing, outsourcing.

outsourcing

third party provides services. often offer in-depth expertise and economical value. biggest are employee assistance, retirement, outplacement.

silent generation

this generation is focused on job security

immigration and HR

this global factor is the biggest in terms of an at home changing diversity. rules and quotas big and lots of relatives and work visas coming over. the thing is a lot of them are super skilled.

high performance work systems

this means a fit of social systems (people and interactions) to tech system ( equipment and processes).

reengineering

total review of organizations processes to improve efficiency and quality.

mergers and acquisitions

two become one. at time industry consolidation happens. HRM helps the culture shock. lots of conflict resolution. have to integrate outstanding systems.

baby boomers

want more opportunities to learn this generation is

strategy

way to meet long term goals. supported by HR. try and align strategy with HR policies and practices. think long term

employee empowerment: job design

we need to rethink structure to help employees. build in authority, train on how to use it and evaluate your success. link to the internal and external resources and compensations. reward co-operation and interaction across organization levels.

challenges of global workforce

what if they are less educated or tech savy? what if the country is unstable? how will it affect recruiting here in the U.S.? is management ready to handle international tasks.

simplify downsizing

when these lay-offs happen communicate everything. how, what, why. be transparent. help them find new jobs.

expatrintes

workers take on a task in other country.