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7/29/2019 Chapter 01 - HRM in Changing Environment
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Chapter One
HRM in a Changing Environment
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Lectured by Mr. Samath Houy
Tel: 012 211 345
Email: [email protected]
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Objectives
After completing this chapter, you will be able to:
Discuss how cultural environments affect HRM practices
Identify the organizational assets and core competencies in HR areas
Define human capital and identify the seven categories of HR activities
Describe how technology is changing HRM
Describe how the major roles of HR management are being
transformed
Provide an overview of six challenges facing HR today
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21st-Century Corporations
Global
The timeline for the globalization of companies:
Early days: a company that sold goods overseas
Middle period: a company that manufactured and sold goods in other
countries
21st Century: a company that is able to call on talent and resources around
the globe, just as it sells its goods and services around the globe
Speed
Speed in the 21st century company is a business strategy built on a
virtual network of suppliers, manufacturers, and delivery firms
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People-Driven Enterprises
The successful 21st-century company is one that realizes
that it is the people that make up the business
Some key challenges for managers of 21st-century
enterprises:
Understanding the challenges the enterprise faces
Seizing opportunities
Managing frustration
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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
Introduction
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HRM helps employees understand other countries
political and economic conditions.
Understanding Cultural Environments
HRM operates in a global business environment.
Countries have different
values
morals
customs
political, economic, and legal systems
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Human resource (HR) management
Designing managementsystems to ensure that humantalent is used effectively and
efficiently to accomplishorganizational goals.
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Types of Organizational Assets
Assets
Physical Financial Intangible Human
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Core Competencies in Possible HR Areas
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Human Capital in Organizations
Human Capital
The collective value of the
capabilities, knowledge,
skills, life experiences, and
motivation of an
organizational workforce.
Core Competency
A unique capability that
creates high value and
differentiates an organization
from its competition.
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HR Management
Functions
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The Changing World of Technology
HRMinformation systems help to
facilitate HR plans
make decisions faster
clearly define jobs
evaluate performance
provide desirable, cost-effective benefits
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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
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HR Managements Contributing Role
Organizational Culture and HR
Organizational Culture
Is the shared values and beliefs in an organization.
Is the internal climate of the organization.
Positively affects service and quality, productivity, andfinancial results.
Is affected by differences in cultural dimensions.
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HR Managements Contributing Role
Organizational Productivity
Productivity
A measure of the quantity
and quality of work done,
considering the cost of
the resources used.
Unit Labor Cost
A measure of HR productivity
computed by dividing the
average cost of workers by
their average levels of output.
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Goals
Increase
organizational
productivity
Reduce unit
labor costs
Restructuring the Organization
Revising organizational structure
Reducing staff
Aiding in mergers and acquisitions
Re-Designing Work
Changing workloads and combining
jobs
Reshaping jobs due to technology
changes
Outsourcing
Using domestic vendors/contractors
instead of employees International outsourcing operations
Aligning HR Activities
Attracting and retaining employees
Training and developing employeesEvaluating and compensating
employees and other HR activities
Approaches to Improving Organizational Productivity
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HR Managements Contributing Role
Social Responsibilities and HR
HR Advantages and Social Responsibilities
Attracting and retaining employees
Achieving sustainability in dealing with economic challenges
Creating a green culture
Global Social Responsibility and HR
Results in higher organizational images globally, better employee
morale and loyalty, and more competitive advantages with consumers
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Human Resource Management
Social
ResponsibilityCustomer
ServiceQuality
HR Managements Contributing Role
Customer Service and Quality Linked to HR
Linking HR to social responsibility, customer service, and quality
significantly affects organizational effectiveness.
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HR Managements Contributing Role
Employee Engagement and HR Culture
Employee Engagement
Individuals feel linked to organizational success and how the
organization performs positively.
Social Networking
Has evolved from personal contacts and oral communications to
include: E-mail and text messages
Twitters
Blogs
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Current and Future HR Management
Challenges
Organizational Cost Pressures and Restructuring
Pressures from global competitors and information
technology have forced firms to use:
international outsourcing
adapt management practices
increase productivity, and
decrease labor costs
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Current and Future HR Management
Challenges
Economics and Job Changes
The shifts in the global economy has changed to the
service industry rather than manufacturing firms.
Occupational Shifts
Workforce Availability and Quality Concerns
Talent Management and Development
Growth in Contingent Workforce
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Current and Future HR Management
Challenges
Globalization of Organizations
The business has shifted trade to the integration
of global operations, management, and strategic
alliances.
An expatriate
A host-country national
A third-country national22
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Current and Future HR Management
Challenges
Workforce Demographics and Diversity
More diverse racially and ethnically, more
women and the average age in workforce are
increasing.
Racial/Ethnic Diversity
Women in the Workforce
Aging Workforce23
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Current and Future HR Management
Challenges
HR Technology
Human Resource Management System (HRMS)
An integrated system providing information used by
HR management in decision making.
Purposes of HRMS Data Collection
Administrative and operational efficiency
Availability of data for HR strategic planning
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Current and Future HR Management
Challenges
Measuring HR Impact through Metrics
More analytical and develop metrics that measure the
HR efforts, much like financial officers.
measuring the cost of hiring someone,
calculating the turnover costs when persons leave the firm,
doing a return-on-investment analysis of training results and
expenses
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End
ofChapter0
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