ch01.pptHuman Resource Management, in an organization,
- 1. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 1 HRM in a Changing Environment
- 2. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Introduction Strong employees = competitive advantage. HRM is a subset of management. It has five main goals: Goals of HRM hire employees attract employees retain employees motivate employees train employees
- 3. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins HRM helps employees understand other countries’ political and economic conditions. Understanding Cultural Environments Countries have different values morals customs political, economic, and legal systems HRM operates in a global business environment.
- 4. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Understanding Cultural Environments TOP 10 LEAST-FREE COUNTRIES 1. North Korea 2. Zimbabwe 3. Cuba 4. Burma 5. Eritrea 6. Venezuela 7. Dem. Rep. of Congo 8. Comoros 9. Libya 10. Sao Tome & Principe The Heritage Foundation’s Index of Economic Freedom rates 183 countries on openness to trade, business, investment, and property rights. The U.S. was #6 in 2009. North Korea is the most repressed. 2009 Country Rankings, see www.heritage.org/index/Ranking.aspx TOP 10 FREE COUNTRIES 1. Hong Kong 2. Singapore 3. Australia 4. Ireland 5. New Zealand 6. United States 7. Canada 8. Denmark 9. Switzerland 10. United Kingdom
- 5. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins The Changing World of Technology HRM operates in a technologically changing environment. Thomas Friedman: Globalization 1.0 (1492-1800) Driven by transportation Globalization 2.0 (1800 -2000) Driven by communication Globalization 3.0 (2000 -????) Driven by technology 3.0 fueled by instant communication and the Internet. Globalization 2.0 (1800 -2000) Driven by communication Globalization 3.0 (2000 -????) Driven by technology Globalization 1.0 (1492-1800) Driven by transportation Globalization 2.0 (1800 -2000) Driven by communication Globalization 3.0 (2000 -????) Driven by technology Globalization 1.0 (1492-1800) Driven by transportation Globalization 2.0 (1800 -2000) Driven by communication Globalization 3.0 (2000 -????) Driven by technology Globalization 1.0 (1492-1800) Driven by transportation Globalization 2.0 (1800 -2000) Driven by communication
- 6. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins 1. Learning as a Way of Being by Peter B. Vaill 2. Thinking for a Living: How to Get Better Performance and Results from Knowledge Workers by Thomas H. Davenport 3. Information Anxiety 2 by Richard S. Wurman The Changing World of Technology The IT field is growing. Knowledge workers focus on the acquisition and application of information for decision making. Some books for aspiring knowledge workers:
- 7. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins The Changing World of Technology HRM information systems help to facilitate HR plans make decisions faster clearly define jobs evaluate performance provide desirable, cost-effective benefits
- 8. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins The Changing World of Technology HR managers use technology to: recruit, hire, and train employees motivate and monitor workers research fair compensation packages communicate throughout the organization evaluate decentralized employees’ performance
- 9. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Workforce Diversity HRM has moved from the melting pot assumption to celebrating workforce diversity. The U.S. Dept. of the Interior’s Web site www.doi.gov/diversity/8major2.htm overviews major U.S. civil rights legislation. The Civil Rights Acts of 1964 and 1991 Equal Pay Act of 1963 Americans with Disabilities Act of 1990 The Age Discrimination in Employment Act The Rehabilitation Act
- 10. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Workforce Diversity Today’s workers want a healthy work/life balance. They can work any time, from almost anywhere work more than 40 hours per week are part of a dual-income household #1 reason for leaving a company: lack of work schedule flexibility
- 11. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins The Labor Supply HR managers monitor the labor supply. Trend is to rightsize: fit company goals to workforce numbers. For agility, companies build a contingent workforce of part-time workers temporary workers contract workers
- 12. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Continuous Improvement Programs HR managers help workers adapt to continuous improvement changes through retraining, providing answers, and monitoring expectations. continuous improvement components empowerment of employees accurate measurement concern for total quality focus on customer concern for continuous improvement
- 13. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Employee Involvement It’s all about employee empowerment through involvement, which increases worker productivity and loyalty. See http://workhelp.org/joomla/content/view/284/ for managerial tips on empowering employees. Employee Involvement Concepts delegation • participative management work teams • goal setting • employer training
- 14. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Other HRM Challenges Challenges for HRM: The recession has brought layoffs and low morale. Increased offshoring means jobs can move overseas, even HR. Today’s spate of mergers and acquisitions increase HR’s role.
- 15. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins A Look at Ethics Code of ethics: a formal statement of an organization’s primary values and the ethical rules it expects members to follow. HR managers must take part in enforcing ethics rules. Video: Robert Lane, Ethics at Deere Sarbanes-Oxley Act of 2002 Requires proper financial recordkeeping for public companies
- 16. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins True or False? 1. HRM should assume all countries have the same cultures. False! 2. Technology and information technology have little impact on HRM. False! 3. Today’s workforce is composed of diverse groups. True! 4. Rightsizing is a strategy companies use to balance their labor supply. True! 5. Continuous improvement programs eliminate change in an organization. False! 6. Employee empowerment increases worker involvement and productivity. True! 7. HRM is affected by the economy. True! 8. HRM can play a vital role in enforcing ethical codes of conduct. True!