Impact of global & societal order in HRM: SDG & Ambisyon Natin 2040
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Impact of global & societal order in HRM: SDG & Ambisyon Natin 2040
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Impact of global & societal order in HRM: SDG & Ambisyon Natin 2040
- 1. IMPACT OF GLOBAL & SOCIETAL ORDER IN HUMAN RESOURCES MANAGEMENT: SUSTAINABLE DEVELOPMENT GOALS & AMBISYON NATIN 2040 Bladimer Mayo Dadulla bmdadulla08@gmail.com
- 2. O B J E C T IVE S 2 o Listeners are expected to enumerate the impact of global and societal order in HRM. o Listeners are expected to enumerate the goals of sustainable development. o Listeners are expected to be aware of the Ambisyon Natin 2040.
- 3. LET’S PLAY A GAME! Please arrange the jumbled words from left to right!
- 4. Employee Potential research skill recruiting training leadership performance eeeoympl ottneiaopl aeershc ksill iiuerrtgnc iignnart eaershpild fprrmnaocee
- 5. IMPACT OF GLOBAL & SOCIETAL ORDER IN HUMAN RESOURCES MANAGEMENT
- 6. W H AT I S T H E I M PA C T O F G L O B A L I Z AT I O N O N H U M A N R E S O U R C E M A N A G E M E N T ? Attract and integrate employees from around the world Navigate local customs and laws, as well as international ones Handle the shortage of top talent due to global competition Manage a diverse workforce Meet global social responsibility requirements
- 7. GLOBALIZATION BENEFITS AND CHALLENGES Globalization is an established part of the modern world, so most of us do not realize the benefits it brings to our everyday lives—such as easy access to a variety of different cuisines or new technologies developed by countries half a world away. 7
- 8. 8 WHAT ARE THE BENEFITS OF GLOBALIZATION? Access to New Cultures 1 Technology and Innovation 2 Lower Costs for Products 3 Higher Standards of Living Across the Globe 4 Access to New Markets 5 Access to New Talents 6
- 9. 9 W H A T A R E T H E C H A L L E N G E S O F G L O B A L I Z A T I O N ? International Recruiting 1 Managing Employee Immigration 2 Incurring Tariffs and Export Fees 3 Payroll and Compliance Challenges 4 Loss of Cultural Identity 5 Foreign Worker Exploitation 6 Global Expansion Difficulties 7 Immigration Challenges and Local Job Loss 8
- 11. E DEVELOPME NT • Adopted by all United Nations Member States in 2015 • Shared blueprint for peace and prosperity for people and the planet, now and into the future • At its heart are the 17 Sustainable Development Goals (SDGs) • Are an urgent call for action by all countries - developed and developing - in a global partnership.
- 13. 13 THE SUSTAINABLE DEVELO PMENT GOALS IN PHILIPPINES
- 14. 14 WHAT IS THE MAIN GOAL OF THE 17 SUSTAINABLE DEVELOPMENT GOALS? o They balance the economic, social and ecological dimensions of sustainable development, and place the fight against poverty and sustainable development on the same agenda for the first time.
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- 35. 1 A P I C T U R E O F T H E F U T U R E 2 S E T O F G O A L S ( L I F E A N D C O U N T R Y )
- 36. 2 0 1 5 2 0 4 0 E X E C U T I O N
- 37. 1 W A N T T O H AV E ? 2 W A N T T O D O ? 3 W A N T T O B E I N 2 0 4 0 ? THE SURVEY AND DISCUSSI ASKED…
- 38. A M B I S Y O N N AT I N A L M O S T 8 0 % W A N T A M I D D L E - C L A S S L I F E
- 39. A M B I S Y O N N AT I N S T A R T T H E I R O W N B U S I N E S S T R A V E L ( O U T S I D E A N D I N S I D E P H ) R E L A X W I T H F A M I L Y A N D F R I E N D S
- 40. A M B I S Y O N N AT I N I N T E R M S O F T H E I R W O R K / J O B G O O D S A L A R Y B E N E F I T S I N C E N T I V E S S TA B I L I T Y
- 41. A M B I S Y O N N AT I N I N T E R M S O F C O U R S E P R O G R A M E D U C AT I O N B U S I N E S S A D M I N I S T R A T I O N & I T C O U R S E T O U R I S M A N D H O S P I T A L I T Y E N G . A N D T E C H , A N D L A W M E D I C A L A N D A L L I E D C O U R S E S T R A D E A N D M A R I T I M E
- 43. IKAW ANONG AMBISYON MO ?
- 44. REFERENC E About AmBisyon Natin 2040 – AmBisyon Natin 2040 What is the impact of globalisation on human resource management? External Factors Impacting HRM - Video & Lesson Transcript | Study.com HR Trends for 2022 | Future of Human Resource Management Four Main objectives of HRM | Best HRMS Software | PulseHRM Globalization Benefits and Challenges Effects of Globalization on Human Resources Management Sustainable Development Goals | United Nations in Philippines SDGs and AmBisyon Natin 2040 - SDGs - Philippines 17 Sustainable Development Goals AMBISYON NATIN 2040: A Summary Report by ANA PH - YouTube
Editor's Notes
- Today, as the world becomes more connected thanks to globalisation, the duties of HRM, too, have changed. Human Resource Management (HRM for short) is all about recruiting, retaining, and managing an organisation’s employees. It’s a critical force behind the satisfaction of the workforce and this form of people management plays a huge role in the competitive advantage of a corporation. 1. Thanks to globalisation, as an organisation gets bigger, it’s likely to catch the attention of people across the world. To this end, an increasing number of employees will come from different parts of the world and have different cultures and customs they adhere to. It’s the work of HRM to ensure all employees are well integrated and working towards a common goal, and at the same time make the organisation look appealing to potential employees worldwide. 2. most employees come from different cultures and backgrounds and thus it’s the duty of HRM to ensure that the organisation does not offend the sentiments of employees or make them feel unwelcome. To this end, they must be aware of and take into consideration local customs and laws while keeping in mind their diverse workforce. Employees should not feel that a certain group is being favoured over others – they must all be equally respected, and it’s the HRM’s onus to quell any discomfort or cross-cultural issues within the workforce in a respectful manner. 3. Today, as the world experiences globalisation on an unprecedented scale, it’s natural that there’s stiff competition amongst corporations for the best talent. To this end, it’s the responsibility of HRM to ensure that they find the best minds for the organisation and ensure that said talent remains satisfied with the way things run at work. It’s their job to ensure that every employee is happy with the workplace and if not, they must listen with an open mind and strive to quell the employees’ concerns. 4. As companies continue to experience vast growth, HRM will find themselves managing a heterogenous workforce with different physical and mental abilities, cultural backgrounds, races, ages, genders, religions, and sexual orientations. They must hold a positive attitude towards these differences, be able to adjust to the different behaviours, and respect cultural differences. They must find ways to unite this diverse workforce under one umbrella and ensure smooth sailing on a day-to-day basis. 5. It’s also up to the global HRM team to conduct their practices in an ethical way, such as when outsourcing to countries that offer a lower wage or hiring candidates to fill a certain quota. Other examples include figuring out what exactly it means to have ‘fair working conditions’ and what a fair termination means - while ensuring there is no bias in their actions.
- Even though globalization makes our lives better, it does bring some challenges as companies start to grow and expand across borders. Cultural differences around the world are undeniable. These differences create hurdles for businesses entering foreign markets and necessitate changes to their daily business operations, whether it’s employing workers in a new region or communicating the value of their product to a new audience.
- 1. Access to New Cultures Globalization makes it easier than ever to access foreign culture, including food, movies, music, and art. This free flow of people, goods, art, and information is the reason you can have Thai food delivered to your apartment as you listen to your favorite UK-based artist or stream a Bollywood movie. 2. The Spread of Technology and Innovation Many countries around the world remain constantly connected, so knowledge and technological advances travel quickly. Because knowledge also transfers so fast, this means that scientific advances made in Asia can be at work in the United States in a matter of days. 3. Lower Costs for Products Globalization allows companies to find lower-cost ways to produce their products. It also increases global competition, which drives prices down and creates a larger variety of choices for consumers. Lowered costs help people in both developing and already-developed countries live better on less money. 4. Higher Standards of Living Across the Globe Developing nations experience an improved standard of living—thanks to globalization. According to the World Bank, extreme poverty decreased by 35% since 1990. Further, the target of the first Millennium Development Goal was to cut the 1990 poverty rate in half by 2015. This was achieved five years ahead of schedule, in 2010. Across the globe, nearly 1.1 billion people have moved out of extreme poverty since that time. 5. Access to New Markets Businesses gain a great deal from globalization, including new customers and diverse revenue streams. Companies interested in these benefits look for flexible and innovative ways to grow their business overseas. International Professional Employer Organizations (PEOs) make it easier than ever to employ workers in other countries quickly and compliantly. This means that, for many companies, there is no longer the need to establish a foreign entity to expand overseas. 6. Access to New Talent In addition to new markets, globalization allows companies to find new, specialized talent that is not available in their current market. For example, globalization gives companies the opportunity to explore tech talent in booming markets such as Berlin or Stockholm, rather than Silicon Valley. Again, International PEO allows companies to compliantly employ workers overseas, without having to establish a legal entity, making global hiring easier than ever.
- 1. International Recruiting It’s not surprising that 30% of U.S. and UK tech leaders cited international recruiting as their most common challenge. Recruiting across borders creates unknowns for HR teams. First, companies create a plan for how they will interview and thoroughly vet candidates to make sure they are qualified when thousands of miles separate them from headquarters. Next, companies need to know the market’s demands for salaries and benefits to make competitive offers. To ensure successful hires, HR teams must factor in challenges like time zones, cultural differences, and language barriers to find a good fit for the company. 2. Managing Employee Immigration Immigration challenges cause a lot of headaches internally, which is why 28% of U.S. and UK tech leaders agreed it was one of their top challenges. Immigration laws change often, and in some countries, it is extremely difficult to secure visas for employees that are foreign nationals. The U.S., for example, is getting stricter with granting H-1B visas, and Brexit makes immigration to the UK difficult. 3. Incurring Tariffs and Export Fees Another challenge both U.S and UK tech leaders said they face in the report is incurring tariffs and export fees—29% agreed this is a challenge for their global businesses. For companies looking to sell products abroad, getting those items overseas can be expensive, depending on the market. 4. Payroll and Compliance Challenges Another common global expansion obstacle is managing overseas payroll and maintaining compliance with changing employment and tax laws. This management task gets even more difficult if you’re trying to manage operations in multiple markets. 5. Loss of Cultural Identity While globalization has made foreign countries easier to access, it has also begun to meld unique societies together. The success of certain cultures throughout the world caused other countries to emulate them. But when cultures begin to lose their distinctive features, we lose our global diversity. 6. Foreign Worker Exploitation Lower costs do benefit many consumers, but it also creates tough competition that leads some companies to search for cheap labor sources. Some western companies ship their production overseas to countries like China and Malaysia, where lax regulations make it easier to exploit workers. 7. Global Expansion Difficulties For businesses that want to go global and discover the benefits of globalization, setting up a compliant overseas presence is difficult. If companies take the traditional route of setting up an entity, they need substantial upfront capital, sometimes up to $20,000, and costs of $200,000 annually to maintain the business. Additionally, global businesses must keep up with different and ever-changing labor laws in new countries. When expanding into new countries, companies must be aware of how to navigate new legal systems. Otherwise, missteps lead to impediments and severe financial and legal consequences. 8. Immigration Challenges and Local Job Loss The political climates in the United States and Europe show that there are different viewpoints on the results of globalization. Many countries around the globe are tightening their immigration rules, and it is harder for immigrants to find jobs in new countries. This rise in nationalism is mainly due to anger from the perception that foreigners fill domestic jobs or at companies moving their operations abroad to save money on labor costs. For example, the Economic Policy Institute reports that the U.S. trade deficit with China (or the amount by which our imports exceed our exports) cost Americans 3.4 million jobs since 2001.
- The Sustainable Development Goals are a global call to action to end poverty, protect the earth’s environment and climate, and ensure that people everywhere can enjoy peace and prosperity. These are the goals the UN is working on in the Philippines. Data in this section is currently being updated and under review.
- End poverty in all its forms everywhere
- End hunger, achieve food security and improved nutrition and promote sustainable agriculture
- Ensure healthy lives and promote well-being for all at all ages
- Ensure inclusive and equitable quality education and promote lifelong learning opportunities for all
- Achieve gender equality and empower all women and girls
- Ensure availability and sustainable management of water and sanitation for all
- Ensure access to affordable, reliable, sustainable and modern energy for all
- Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
- Build resilient infrastructure, promote inclusive and sustainable industrialization and foster innovation
- Reduce inequality within and among countries
- Make cities and human settlements inclusive, safe, resilient and sustainable
- Ensure sustainable consumption and production patterns
- Take urgent action to combat climate change and its impacts*
- Conserve and sustainably use the oceans, seas and marine resources for sustainable development
- Protect, restore and promote sustainable use of terrestrial ecosystems, sustainably manage forests, combat desertification, and halt and reverse land degradation and halt biodiversity loss
- Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
- Strengthen the means of implementation and revitalize the global partnership for sustainable development
- The Phil development plant is anchored to Ambisyon 2040 Ambisyon 2040 represents the collective long-term vision and aspirations of the Filipino people for themselves and for the country Ambisyon 2040 reflects the type of how we live and what we want to see for our country by the year 2040 AmBisyon Natin 2040 represents the collective long-term vision and aspirations of the Filipino people for themselves and for the country up to 2040. It describes the kind of life that people want to live, and how the country will be. The Philippine AmBisyon states: “By 2040, the Philippines will be a prosperous, predominantly middle-class society where no one is poor, our people will live long and healthy lives, be smart and innovative, and will live in a high-trust society.” As such, it is an anchor for development planning across at least four administrations. In terms of timelines, the attainment of the SDGs, set at 2030, should pave the way for the achievement of AmBisyon Natin 2040. The Philippine’s long term vision, which necessitates inter-generational equity, is consistent with the core principles of the SDGs of sustainable development and leaving no one behind. It should be noted that with sustainable development which requires long term planning and where present development should never be at the expense of future generations, is a prerequisite to the Filipino AmBisyon of matatag (strongly rooted), maginhawa (comfortable), and panatag (secure).
- This is the result of a long-term visioning process that began in 2015, more than 300 citizens participated in the focus group discussions and close 10,000 answered the national survey, technical studies were prepared to identify strategic options for realizing the articulated by the filipino
- The majority (79.2%) want a simple and comfortable 16.9- want a rich 3.9% want to be super rich meaning to say, almost 80% want to be a middle-class life
- 16.5 - education 12.7 - business administration & IT course 10.5% tourism and hospitality 10.0% eng and tech, Law 6.9 Medical and allied coursed 6.7 trade and maritime
- 3.24