HRM: The Dynamic Environment of HRM (Chapter 1)

True or False? Many HR tasks are done by hand.

False Many HR tasks have been automated (this allows information to come quickly and easily)

True or False? Less cultural differences = more conflict

False More cultural differences = more conflict (when background, language, custom, or age differences increase, employee conflict is likely to become more of an issue)

True or False Employees who are able to be open about all aspects (politics, religion, sex-orientation) are less productive

False They are more productive, happier, and more engaged

Is retaining employees harder for employers than ever before?

Yes Many companies use an attractive list of incentives (bonuses, stocks, health care, etc.). Also, Glassdoor makes it easy for applicants to compare salaries from other employers.

Because HRM has a massive responsibility, do they need to predict and prepare for unexpected circumstances. (Page 2)

Yes, especially since people turn to their employers (HRM) for support.

Do states and cities create and enforce laws and regulations?

Yes, they add additional protection for employees.

Things HRM might need to rethink about with Telecommuters

1. Accountability (relies on results, not on the means that the results are accomplished with) 2. compensation (by the hour, salary basis, or the job performed)

9 Learning Outcomes of this chapter (Page 2)

1. Discuss how globalization affects HRM practices 2. Describe how human resource managers use technology. 3. Explain regulation and legislation issues relevant to HRM. 4. Identify trends in the composition of the workforce and how HRM must adapt. 5. Explain how HRM supports diversity and inclusion in the workplace. 6. Explain the contingent workforce and other methods used to control labor costs 7. Explain how HRM support continuous improvement programs. 8. Identify ways that HRM facilitates employee involvement 9. Outline emerging challenges facing HRM

Other types of factors that create cultural differences (outside of origin and race)

1. values 2. ethics 3. religion 4. customs 5. economic environments 6. politics

Organizations that are accused for invasion of privacy. (examples)

1. FDA monitored personal e-mails of several employees who expressed concerns about the safety of FDA-approved medicine. Because the employees logged into a government computer, the FDA claims that there's "no reasonable expectation of privacy". 2. Harvard University searched the e-mail accounts of 16 faculty deans in an attempt to see who was part of the cheating scandal. This violated Harvard's policy that required notification (of the person) before searching for faculty e-mails. 3. Des Moines Public Schools fired the superintendent after finding sexually explicit photos of the teacher sent by the school's email. the school claimed that she violated the district's technology policy. 4. CareerBuilder reports that 39 percent of employers looked at the applicants' social media sites and 43 percent have rejected candidates based on the content from those social-media sites. 5. RFID technology can track employee movements, including timing and location of breaks

HRM legal compliance requirements

1. Records must be kept 2. Posters must be posted 3. Data must be reported 4. Safety must be monitored and more

Best examples of communication tools (online) that helps to connect employers to empoyees

1. Skype 2. GoToMeeting 3. Facebook 4. LinedIn 5. Twitter

Cultural variables

1. Status differentiation 2. societal uncertainty 3. assertiveness

What does HRM focus on when it comes to their employees? (Page 2)

1. attract 2. hire 3. train 4. motivate 5. maintain All of these factors helps to make strong employees. Strong employees give a competitive advantage in a global enviornment.

Factors that influence the composition of the workforce (global)

1. economics 2. birthrates 3. education 4. mobility of the workforce

HR tasks employees need that can be done automated (through the internet/computer)

1. facilitate payroll 2. benefits administration 3. applicant tracking 4. training 5. performance management

HRIS software helps HRM to 1. _____ 2. ____ 3. ____ 4. _____

1. orient 2. train 3. develop 4. and manage ^their careers

While technology reduced the demand for manufacturing jobs, it also generated an increase in the demand for ______ _____ and ______ ______

1. service producing 2. technology positions

Generally, HRIS systems are necessary for an organization with over ___ employees

200 employees

Multiculturalism

A diverse nation made up of many different races and backgrounds (Many cultures living as one)

Are IS professionals more likely to be trained in a business school, or a computer-science school?

Business

Example

By 2050, the number of people in the workforce over 65 is expected to increase by 75% in developing countries. 25-54 = only 2% of growth

How would HRM professionals handle corporations that are transnational or multicultural?

By adapting to the culture, legal systems, and business practices in many different countries Also ensuring that employees will have the appropriate mix of knowledge, skills, and cultural adaptability to handle global assignments.

Name an example of a state that enforces laws and regulations beyond the National level requirements.

California has laws that extend employee rights beyond the gederal government. (increasing minimum wage, protecting employment rights of smokers or obese people, requiring employers to provide mandatory sick leave, restrictions on bad weather driving, and illegal immigration in the workplace) ^ All of these issues were brought up a state level.

Once applicants have been identified, what must HRM do?

Carefully screen final candidates to ensure they fit well into the organization's cultures (HRIS tools helps to track the hiring process and skill-set match. Online assessments also helps to gain further information about employees with questionnaires) For example, Southwest Airlines and Four Seasons Resorts recruit employees with a positive attitude.

Multinational Corporations (Page 2)

Corporations with significant operations in more than one country (based in a home country, but have significant operations in many other countries)

Information Technology

Creating and maintaining the technology infrastructure of an organization fastest growing job sector through 2022

Agencies that interpret and enforce policies/laws involving employers and employees. (national level)

DOL (Department of Labor) NLRB (National Labor Relations Board) and more

Telecommuters

Employees that work offsite from an establishment. They often work at their own pace and employers rarely see them face-to-face.

Ethics/Employee Rights with technology for HRM

Employers can use online surveillance to monitor employee activity, which could be a breach of employee privacy. Also, cyber-loafing (goofing off on websites during work) costs employers a lot of money. Therefore, every organization needs a clear policy that thoroughly explains what is appropriate/inappropriate behavior for internet use. Especially for defamatory comments with e-mail.

Examples of ways companies/organizations can facilitate diversity

Enlist leadership from all levels to accomplish diversity goals. Identify goals, barriers, obstacles, and solutions, and develop a plan to meet goals and overcome obstacles. Develop awareness through training, books, videos, and articles. Use outside speakers and consultants, as well as internal resources, to determine how to motivate and maximize the skills of a diverse workforce. Establish internally sanctioned employee support systems, networks, or groups. Challenge each employee to question his or her beliefs, assumptions, and traditions, and assess how they impact their relationships and decisions. Modify existing policies or create diversity policies and communicate them to all current and future hires. Hold managers accountable and reward them for developing, mentoring, or providing awareness training. Build in accountability through surveys and audits to measure progress as diligently as you would increase production quotas or maintain zero loss‐time accidents. Then communicate the results and repeat the process. Continuous improvement applies to diversity as well as to production.

1996 Health Insurance Portability and Accountability Act (HIPAA)

Establishes guidelines for protecting private personal information by employers, insurers, and healthcare providers

2002 Sarbanes-Oxley Act

Establishes requirements for proper financial recordkeeping for public companies as well as penalties for noncompliance

Example of a transnational company (Page 2)

General Electric 70% of their $500 billion in assets are held outside of the U.S. They also have 300,000 foreign employees. (Toyota, Nestle, Exxon Mobil)

List of relevant laws affecting HR practices

Get ready!

Why is this happening?

Greater income is needed to sustain current living standards Or a desire to remain active

On-premise HRIS systems

HR software/hardware installed at the company's place of business, and maintained by the employer's own IT staff

How would HRM prevent cultural conflict from cultural differences?

HRM must make every effort to educate groups on cultural differences and to find ways to build teams and reduce conflict.

The 2 fastest growing ethnic groups in the workforce (3 decades in the U.S.)

Hispanics and Asians DOL predicts this trend to continue in the next decade

HRIS

Human Resource Information Systems

Baby Boomers

Individuals born between 1946 and 1965

knowledge workers

Individuals whose jobs are designed around the acquisition and application of information

IS

Information Systems

IT

Information Technology

Why do most employers recruit employees online?

It's the most effective way. There's also advanced search services that helps to filter employees.

1970 Fair Credit Reporting Act

Limits use of credit reports in employment decisions

Legal Compliance

Making sure that all legal requirements involved in employment are met

MNC's (Page 2)

Multinational corporations

How about women in the workforce? Is it growing in the U.S.

No, it's has slowed down. However, Latin-America, Asia, Pacific Rim, Middle East, Europe, and Africa has increased and will increase a lot in the next 10-20 years.

Is the workforce getting younger or older?

Older

Transnational Corporation (Page 2)

Organization with extensive international operations and subsidiaries in many countries, no longer identifying with a single "home" country The next level of a multinational corp, in which the country doesn't identify as having a "home-country"

1974 Privacy Act

Permits employees to review personnel files

1993 Family and Medical Leave Act

Permits employees to take unpaid leave for family matters

1991 Civil Rights Act

Overturns several Supreme Court cases concerning discrimination

Collective Society

People care for all individuals who are part of their group Japan

2008 Genetic Information Nondiscrimination Act (GINA)

Prevents discrimination based on genetic information about employees or their families

National Labor Relations Act (Wagner Act) of 1935

Prohibited unfair labor practices by management and protects unions

1990 Americans with Disabilities Act

Prohibits discrimination against those with disabilities

1964 Civil Rights Act Title VII

Prohibits discrimination in all employment decisions on basis of race, religion, ethnicity, sex, and national origin

1978 Uniform Guidelines of Employee Selection Procedures

Prohibits hiring policies that have an adverse impact on a race, sex, or ethnic group

1988 Employment Polygraph Protection Act

Prohibits use of polygraphs in most HRM practices

Equal Pay Act (1963)

Prohibits wage discrimination

1974 Employee Retirement Income and Security Act

Protects employee retirement funds

1967 Age Discrimination in Employment Act

Protects employees over 40 from discrimination

1978 Pregnancy Discrimination Act

Protects from discrimination due to pregnancy

Taft-Hartley Act (1947)

Protects management rights and prohibits unfair labor practices by unions

1994 Uniformed Services Employment and Reemployment Rights Act

Protects the civilian employment of non‐full‐time military service members in the United States called to active duty

1970 Occupational Safety and Health Act

Protects workers from workplace hazards

1986 Consolidated Omnibus Budget Reconciliation Act

Provides for benefit continuation when laid off

Fair Labor Standards Act (1938)

Provides minimum wage and overtime pay. Defines employee status

2009 Lilly Ledbetter Fair Pay Act

Reinterprets timeframes available for employees to claim that they were victims of pay discrimination

1978 Mandatory Retirement Act

Raises mandatory retirement age from 65 to 70; uncapped in 1986

1989 Worker Adjustment & Retraining Notification Act (WARN)

Requires employers to give advance notice of plant closing or layoffs

2010 Patient Protection and Affordable Care Act

Requires employers with 50 or more employees to offer health insurance to employees or pay a penalty

Landrum-Griffin Act (1959)

Requires financial disclosure for unions

1988 Drug Free Workplace Act

Requires some federal contractors to follow certain requirements to maintain a drug‐free workplace

1986 Immigration Reform and Control Act

Requires verification of citizenship or legal status in the United States

SHRM

Society of Human Resource

Software as a service (SaaS)

Software delievered on the Internet on a subscription basis Used for Hosted HRIS systems (Also called a cloud-based service)

Perception of societal issues France vs US

Status is completely different in these two countries. 1. In France, status is important to the organization, such as seniority or education AKA. - Ascribed Status 2. In the U.S., status is more of a function of what individuals have accomplished Achieved status

Hosted HRIS systems

Systems that are purchased from the employer, but housed at the vendor's site and maintained by the vendor's IT staff

Human Resource Information Systems

Systems used to gather, store, and analyze information regarding an organization's human resources.

Workforce (labor-market)

The available workers in a specific area (city, state, country, or region of the world)

The _______ helped to rapidly accelerate the globalization of the world's economy

The internet

What happens when a local/state law conflicts with a federal law?

The one that gives employees more rights usually prevails

Culture

The patterns of thought and behavior that distinguish one group of people from another This distinguishes one group from another group

Globalization (Page 2)

The process of making transactions across international borders (short def) (long def) A process of interaction and integration among the people, companies, and governments of different nations, driven by international trade and investment and accelerated by information technology.

Introduction (Page 1) How HR helps to aid their employees in economic disasters.

The role of the HR professional can vary widely depending on the magnitude of the disaster and the size of the company. Large organization = HR working with risk management, security, communications, and PR (giving employees transportation, communication, shelter, food, and possibly even evacuation)

Workforce diversity

The varied personal characteristics that make the workforce heterogeneous (recognizes individuality rather than groups and labels)

Society of Human Resource Management

They help HR professionals to keep informed on the latest legal issues and provide lobbying support (for the concerns of employers and HR professionals)

Nike and their utilization of diversity in the workplace

To fully maximize the contributions of minorities, management must commit to creating a culture that fosters mutual respect and understanding. This can be done by valuing our differences, which enrich our workplace, not only because it ' s the law, or because it ' s morally and ethically the right thing to do, or because it makes good business sense, but also because when we open our minds and hearts, we feel better about ourselves.

True or False? (Page 2) Almost anything that concerns the well-being of the people in an organization is the concern of HR professionals.

True Even in natural disasters, which are rare

Information Systems

Using information technology to improve organizational performance IS helps to improve IT Information Systems helps to improve Information Technology

Because of technology, individuals are now empowered to compete ___

globally (regardless of race or origin) Created a large shift in labor supply and demand (mass manufacturing shipped to Mexico, India, and China because of their low cost)

Individualistic society

people are primary concerned with themselves and their own family example = United States

Benefits of a multinational corp

production and distribution gets extended (since they operate in multiple countries) Also, multinational corps can take advantage of resources and markets in other countries

The toughest position to fill (shortage worldwide)

skilled trade workers (electricians, carpenters, welders, etc.)

Peter Drucker key to productivity of knowledge workers depends on

their ability to use technology to locate information and make decisions

If you view the global environment solely from a home country perspective, you'll be _____

unsuccessful (many problems will arise)