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Strategic Implications of Dynamic HRM Environment

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Abdur Rehman

This document discusses strategic implications for human resource management (HRM) in a dynamic environment. It covers how HRM must adapt to changes in areas like globalization, technology, workforce diversity, labor shortages, and contingent workforces. Cultural factors are also shaping HRM practices globally. Technology is transforming recruiting, training, communication and more. Workforce diversity and labor shortages require new HRM strategies. Contingent workers present challenges around loyalty, benefits, and development that HRM must address. Continuous improvement programs empower employees but require new HRM roles in change management and ensuring ethical practices.

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Strategic Implications of Dynamic HRM Environment

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Abdur Rehman
21 views15 pages
This document discusses strategic implications for human resource management (HRM) in a dynamic environment. It covers how HRM must adapt to changes in areas like globalization, technology, workforce diversity, labor shortages, and contingent workforces. Cultural factors are also shaping HRM practices globally. Technology is transforming recruiting, training, communication and more. Workforce diversity and labor shortages require new HRM strategies. Contingent workers present challenges around loyalty, benefits, and development that HRM must address. Continuous improvement programs empower employees but require new HRM roles in change management and ensuring ethical practices.

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CH 01

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This document discusses strategic implications for human resource management (HRM) in a dynamic environment. It covers how HRM must adapt to changes in areas like globalization, technology, workforce diversity, labor shortages, and contingent workforces. Cultural factors are also shaping HRM practices globally. Technology is transforming recruiting, training, communication and more. Workforce diversity and labor shortages require new HRM strategies. Contingent workers present challenges around loyalty, benefits, and development that HRM must address. Continuous improvement programs empower employees but require new HRM roles in change management and ensuring ethical practices.

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© All Rights Reserved
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21 views15 pages

Strategic Implications of Dynamic HRM Environment

Uploaded by

Abdur Rehman
This document discusses strategic implications for human resource management (HRM) in a dynamic environment. It covers how HRM must adapt to changes in areas like globalization, technology, workforce diversity, labor shortages, and contingent workforces. Cultural factors are also shaping HRM practices globally. Technology is transforming recruiting, training, communication and more. Workforce diversity and labor shortages require new HRM strategies. Contingent workers present challenges around loyalty, benefits, and development that HRM must address. Continuous improvement programs empower employees but require new HRM roles in change management and ensuring ethical practices.

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Strategic implications of

dynamic HRM environment


Ch 1

Strategic Implications of a Dynamic


HRM Environment
Cultural Learning
Objectives
environment
vs HRMP
Technology vs HRM
Changes in work force composition
HRM n Labor Shortage
Skills required for HRM
Work process engineering n Implications
Contingent work force n HRM
Employee involvement n work ethics

Introduction
The world of work is rapidly changing
HRM must be prepared to manage change
This means understanding of;
Implications of Globalization
Technological change
Work force diversity
Labor shortage
Changing skill requirements
Continuous improvement
Contingent workforce
Decentralized work sites
Employee involvement

Understanding Cultural
Environment

Global village
Out-sourcing
McDonalds
SIEMENS
Today many companies derive significant revenue from
foreign countries
All countries have different values, morals, customs,
political n economic systems
Eg. Status, in France its seniority n education, it is
called Ascribed Status , in USA it is a achievement of
individuals called Achieved Status

GLOBE Frame Work


Global Leadership n Organizational Behavior
Effectiveness
Status differentiation, Social Uncertainties, n
Assertiveness provide basic Frame Work
Fall of USSR, Merger of East n West Germany,
end of apartheid in SA has lead to new
dimensions of Cultural diversity n Harmony
We need to understand it n redirect our thought
processes

GLOBE Research 9 dimensions of


Cultural Change
Future Organizations
Gender Difference
Uncertainty Avoidance
Power Distance
Individualism/Collectivism
In-group Collectivism
Performance Orientation
Humane Orientation

Cultural Implications for HRM


Globalization or Americanization (US
research for US companies , may not
apply to the World
The changing world of technology
What is knowledge worker
Why the emphasis on technology

How Technology Affects HRMP

Recruiting
Employee selection
Training n Development
Ethics n Employee Rights
Motivating Knowledge Workers
Paying employees Market Value
Communications
Decentralized work sites
Skills levels n legal concerns

Workforce Diversity

The workforce today


How Diversity Affects HRM
What is Work-Life Balance
The labor supply
Do We Have Shortage of Skilled Labor
Why Do Organizations Lay off During Shortage
How Do Organizations Balance Labor Supply

Continued
Part-Time Employees
Temporary Employees
Contract Workers

Issues Contingent Workers Create


For HRM
Loyalty
Second-class corporate citizenship
No fringe benefits
May feel un-important in the org.
Less commitment
Less motivation
Training n development

CIP

Continuous Improvement Program


Intense focus on the customers
Improvement for quality
Accurate evaluations n control systems
Empowerment of employees
Work process engineering
Development of processes
Participation of employees
360 degree feed back
Rewards systems

How HRM Can Support


Improvement Program

HRM plays very important role in this field


HRM prepares Individuals for the change
HRM helps affected employees overcome
barriers that may result in resistance to change
HRM trains employees in new methods n
processes
Ensures employee Involvement
HRM ensures ethical practices

Three Views of Ethics


Utilitarian View of Ethics
Decisions are made on the basis of their
outcomes
Rights View Of Ethics
Refers to protection individuals rights n
privileges
Theory of Justice View of Ethics
Refers to fair n impartial DM

Q&A
Assignment # 1
DEVELOPMWENT OF RECURUITMENT
PROCESS FOR A Multinational CO.
Due date
Third week

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