Fundamentals of Human Resource Management Eighth Edition DeCenzo and Robbins Chapter 1 Strategic Implications of a Dynamic HRM Environment Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Introduction • The World of Work - continues to change, but at an even more rapid pace. • HR must understand the implications of: – – – – – – – – globalization technology changes workforce diversity changing skill requirements continuous improvement initiatives the contingent work force decentralized work sites and employee involvement Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Understanding Cultural Environments • Today’s business world is truly a global village. This term refers to the fact that businesses currently operate around the world. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Understanding Cultural Environments • HRM must ensure that – employees can operate in the appropriate language – communications are understood by a multilingual work force • Ensure that workers can operate in cultures that differ on variables such as – – – – status differentiation societal uncertainty assertiveness individualism • HRM also must help multicultural groups work together. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Understanding Cultural Environments • GLOBE Dimensions: – Assertiveness – Future Orientation – Gender Differentiation – Uncertainty Avoidance – Power Distance – Individualism/collectivism – Performance orientation – Humane orientation Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Understanding Cultural Environments • Cultural Implications for HRM – Not all HRM theories and practices are universally applicable. – HRM must understand varying cultural values. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins The Changing World of Technology • How Technology Affects HRM Practices – – – – – – – – Recruiting Employee Selection Training and Development Ethics and Employee Rights Communication Decentralized Work Sites Skill Levels Legal Concerns Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Workforce Diversity • The challenge is to make organizations more accommodating to diverse groups of people. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Workforce Diversity • The Workforce Today – minorities and women have become the fastest growing segments – the numbers of immigrant workers and older workers are increasing Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Workforce Diversity • How Diversity Affects HRM – Need to attract and maintain a diversified work force that is reflective of the diversity in the general population. – Need to foster increased sensitivity to group differences. – Must deal with the different • • • • Values Needs Interests Expectations of employees Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Workforce Diversity • What Is a Work/Life Balance? – A balance between personal life and work – Causes of the blur between work and life • The creation of global organizations means the world never sleeps. • Communication technologies allow employees to work at home. • Organizations are asking employees to put in longer hours. • Fewer families have a single breadwinner. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Labor Supply • Why Do Organizations Lay Off During Shortages? – Downsizing is part of a larger goal of balancing staff to meet changing needs. – Organizations want more flexibility to better respond to change. – This is often referred to as rightsizing, linking employee needs to organizational strategy. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Labor Supply • How Do Organizations Balance Labor Supply? – Organizations are increasingly using contingent workers to respond to fluctuating needs for employees. – Contingent workers include • Part-time workers • Temporary workers • Contract workers Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Labor Supply • Issues Contingent Workers Create for HRM – How to attract quality temporaries – How to motivate employees who are receiving less pay and benefits – How to have them available when needed – How to quickly adapt them to the organization – How to deal with potential conflicts between core and contingent workers Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Continuous Improvement Programs • Work Process Engineering involves radical, quantum changes to entire work processes. • How HRM Assists in Work Process Engineering – Helps employees deal with the emotional aspects of conflict and change – Provides skills training – Adapts HR systems, such as compensation, benefits, and performance standards. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Employee Involvement • Delegation – having the authority to make decisions in one’s job • Work teams – workers of various specializations who work together in an organization • HRM must provide training to help empower employees in their new roles. • Involvement programs can achieve: – greater productivity – increased employee loyalty and commitment Fundamentals of Human Resource Management 8e, DeCenzo and Robbins A Look at Ethics • Three views of ethics: – Utilitarian View – decisions are made on the basis of their outcomes or consequences – Rights View – decisions are made with concern for respecting and protecting individual liberties and privileges – Theory of Justice View – decisions are make by enforcing rules fairly and impartially • Code of ethics - a formal document that states an organization’s primary values and the ethical rules it expects organizational members to follow. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins