The document discusses how the changing global business environment impacts human resource management practices. Key points include: - The world of work is changing rapidly due to globalization, technology advances, workforce diversity, and other factors. - HR must understand varying cultural values as not all practices can be universally applied. - Technology has altered how people work and changed how information is used and shared, creating more knowledge-based jobs. - Workforce diversity and contingent workers present challenges around attracting, motivating, and retaining diverse talent. - Continuous improvement programs aim to better serve customers through quality management and employee empowerment.

1. Chapter 1 Strategic Implications of a Dynamic HRM Environment Fundamentals of Human Resource Management Eighth Edition DeCenzo and Robbins

2. 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

3. 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.

4. 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.

5. Understanding Cultural Environments GLOBE Dimensions: Assertiveness Future Orientation Gender Differentiation Uncertainty Avoidance Power Distance Individualism/collectivism In-group collectivism Performance orientation Humane orientation

6. Understanding Cultural Environments Cultural Implications for HRM Not all HRM theories and practices are universally applicable. HRM must understand varying cultural values.

7. The Changing World of Technology Has altered the way people work. Has changed the way information is created, stored, used, and shared. The move from agriculture to industrialization created a new group of workers – the blue-collar industrial worker. Since WWII, the trend has been a reduction in manufacturing work and an increase in service jobs.

8. The Changing World of Technology Knowledge Worker - individuals whose jobs are designed around the acquisition and application of information. Why the emphasis on technology: makes organizations more productive helps them create and maintain a competitive advantage provides better, more useful information

9. The Changing World of Technology How Technology Affects HRM Practices Recruiting Employee Selection Training and Development Ethics and Employee Rights Motivating Knowledge Workers Paying Employees Market Value Communication Decentralized Work Sites Skill Levels Legal Concerns

10. Workforce Diversity The challenge is to make organizations more accommodating to diverse groups of people.

11. Workforce Diversity The Workforce Today minorities and women have become the fastest growing segments the numbers of immigrant workers and older workers are increasing

12. 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

13. 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.

14. Labor Supply Do We Have a Shortage of Skilled Labor? The already high participation rate of women in the workforce, and early retirements will lead to a significantly smaller future labor pool from which employers can hire.

15. 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.

16. 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

17. Labor Supply

18. 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

19. Continuous Improvement Programs Continuous improvement - making constant efforts to provide better products and service to customers External Internal Quality management concepts have existed for over 50 years and include the pioneering work of W. Edwards Deming.

20. Continuous Improvement Programs Key components of continuous improvement are : Focus on the customer Concern for continuous improvement Improvement in the quality of everything Accurate measurement Empowerment of employees

21. 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.

22. 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

23. A Look at Ethics Code of ethics - a formal document that states an organization’s primary values and the ethical rules it expects organizational members to follow.