Ch.2 Trends in HRM

Total Quality Managment

a companywide effort to continually improve the ways people, machines, and systems accomplish work.

Human Resource Information System

a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute info related to an org's HR.

Psychological Contract

a description of what an employee expects to contribute in an employment relationship and what the employer will provide the employe in exchage for those contributions

Internal Labor Force

an organization's workers (its employees and people who have contracts w/ org) drawn from External Labor Market

Downsizing

challenge of "surgically" reducing workforce. Can lead to top employees voluntarily leaving. Could lose sales b/c have less sales people which leads to drop in stock value. Must boost morale of employees who remain. Should maintain open communications to build trust and commitment. Help employees find new jobs.

Alternative Work Arrangements

methods of staffing other than the traditional hiring of full-time employees. include: independent contractors, on-call workers, temp workers, contract company workers

Work teams assume activities generally reserved for managers :

selecting new team members, scheduling work, coordinating work w/ customers and other units of the org. Also, contribute total quality by performing inspection and quality-control activities while product or service is being completed.

e-HRM

the processing and transmission of digitized HR info, especially using computer networkng and the internet

Change in Labor Force

1. Aging Workforce 2. A Diverse Workforce 3. Skill Deficiencies

Ways to manage cultural diversity

1. Creating an org culture that VALUES diversity 2. Ensuring HRM systems are BIAS-FREE 3. Encouraging CAREER DEVELOPMENT for women/minorities 4. promoting KNOWLEDGE & ACCEPTANCE of cultural differences 5. ensuring involvement in EDUCATION W/I & OUTSIDE the org 6. Dealing w/ employee's RESISTANCE to diversity

New tech influencing HRM

1. Internet Portal 2. Shared Service Centers 3. Cloud computing: such as app service providers 4. Business Intelligence 5. Data Mining

Trends in High-Perf Work Systems

1. Knowledge Workers 2. Empowerment of Employees 3. Teamwork

TQM Core Values:

1. Methods/processes designed to MEET THE NEEDS of internal/external customers. 2. Every employee receives TRAINING in quality. 3. QUALITY DESIGNED into product/service so errors are prevented rather than detected. 4. Org promotes COOPERATION w/ vendors, suppliers, and customers to improve quality and hold down costs. 5. Managers measure PROGRESS w/ feedback based on data.

Generations in Today's Workforce

1. Silent 2. Baby Boom 3. Gen-X 4. Gen-Y/Millennials

Reengineering

A complete review of the org's critical work processes to make them more efficient and able to deliver higher quality. Affects HR in 2 ways: 1. way HR accomplishes goals may change dramatically. 2. change throughout org requires HR to help design and implement change so all employees will be committed to success of reengineered org.

Explain how the nature of the employment relationship is changing

Companies: expect employees to take more respnsibility for their own careers, from seeking training to balancing work and family...leads to less job security. Employees: in exchange for top performance and working longer hours w/o job security, want flexible schedules, comforable working conditions, more control over how they accomplish work, training and development opportunities, and financial inentives based on org performance. want EMPLOYABILITY.

How do tech developments are affecting HRM?

HRIS: supports strategic decision making, help org avoid lawsuits, provide data for evaluating programs or policies, and support day-to-day HR decisions.

Employee Empowerment

Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service

Role Employee Empowerment has in the modern organizations

HRM practices such as performance mgmt, training, work design, and compensation are important for Employee Empowerment success. Empowered Employees deliver best results if fully engaged in work. Employee Engagement is the full involvement in one's work and commitment to one's job and company- associated w/ higher productivity, better customer service, and lower turnover.

Mergers and Acquisitions

HRM should have a significant role in carrying out merger/acquisitions. Conflict inevitable Training efforts include the development of conflict resolutions skills Sort of differences in companies practices w/ regard to Compensations, performance appraisal, etc.

Ways in which HR can support org's expanding internationally

Help in teaching company about new country's culture, train expatriates, and hiring may involve seceting employees from other countries: offshoring or via immigration. HR can help companies decide if workers in offshore locations can provide the same or better skills, how offshoring affect motivation and recruitment of employees needed in the US, and whether managers are well prepared to manage and lead offshore employees

External Labor Market

Individuals who are actively seeking employment.

Employers are looking for candidates w/ skills in

Math Verbal Interpersonal Computer

Strategic Business Issues Affecting HRM

Mergers & Acquisitions REengineering International Expansion Downsizing Outsourcing Total Quality Management

Diverse Workforce

More diverse in terms of racial, ethnic,and gender. Fastest growing categories are Asian and Other groups b/c experiencing immigration and birthrates above national avg Hispanics growing fast will be near 19% of Labor Force by 2020 woment 47% by 2020

Offshoring

Moving operations from the country where a company is HQ'd to a country where pay rates are lower but the necessary skills are abailable.

Change in Employment Relationships

New Psychological Contract Flexibility (staffing levels and schedules)

Discuss how the need for flexibility affects HRM

Orgs seek flexibility in staffing levels through alternatives to traditional employment relationships: Alternative work arrangements Flexible work schedules - shorter weeks Allow for adjusting of hours to meet family needs Moving employees to different job to meet changes in demand

Teamwork

The assignment of work to groups of employees w/ various skills who interact to assemble a product or provide a service.

Identify ways HR pros can support org strategies for quality, growth, and efficiency.

Use knowledge of business and HR to help org strategies align w/ HRM policies and practices. Focus on future and present as well as company goals and HR activities. EX: Analyze the business impact of HR decisions, develop and keep the best talent to support business strategy. Integrate all activities involved in talent management (recruiting/selction, training/development, measuring performance, compensations plans) with orgs other processes to provide skills the org needs to pursue its strategy.

Knowledge Workers

employees whose main contribution to the org is specialized knowledge (of customers, a process, or profession)

Aging Workforce & Implications

from 2010 to 2020 fastest growing age group will be 55+ HRM spend much time on retirement planning, retraining older workers, motivating those whose careers plateaued. Org struggle w/ rising costs of health care and benefits managers supervise workers older than them orgs find ways to attract, retain, and prepare youth labor force Mentoring programs

Skill Deficiencies

gap between needed and available skills decreased companies ability to compete. org lack of capacity to upgrade tech, reorganize work, and empower employees

Describe trends in the labor force composition and how they affect HRM

high unemployment and need to create jobs, growth in hiring slow and expected to remain slow, recruiting specific talent needed is harder, skills required in industry often changing as tech advances, rise in health insurance cost, forces orgs to find more efficient work processes for employees while consuming less resources w/o sacrificing quality and customer service. Need more innovative HRM.

Crowdsourcing

hiring people to accomplish bits of a project

High-Performance Work Systems

orgs that have the best possible fit between their social system and technical system

Labor Force

people WILLING and ABLE to work.

Outsourcing

practice of having another company provide a service Gives company access to in-depth expertise and often economical HR helps w/ transition to outsourcing.

Self-Service

system in which employees have online acess to info about HR issues and go online to enroll themselves in programs and provide feedback through surveys