Human Resource Management - Lesson

1. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Chapter 1
Strategic Implications of a Dynamic HRM Environment
Fundamentals of Human
Resource Management
Eighth Edition
DeCenzo and Robbins

2. 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

3. 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.

4. 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.

5. 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
– In-group collectivism
– Performance orientation
– Humane orientation

6. 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.

7. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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. 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
– Motivating Knowledge Workers
– Paying Employees Market Value
– Communication
– Decentralized Work Sites
– Skill Levels
– Legal Concerns

10. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Workforce Diversity
• The challenge is to make organizations
more accommodating to diverse groups
of people.

11. 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

12. 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

13. 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.

14. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Labor Supply
• Do We Have a Shortage of Skilled
Labor?
– The combination of the small Gen-X
population, 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. 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.

16. 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

17. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Labor Supply

18. 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

19. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
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. 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.

22. 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

23. 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.