Fundamentals of Human

Resource Management
Eighth Edition
DeCenzo and Robbins
Strategic Implications of a Dynamic
HRM Environment
Human Resource
Management

Human Resource Management

(HRM)
The policies and practices involved in
carrying out the people or human
resource aspects of a management
position, including recruiting, screening,
training, rewarding, and appraising.
Introduction
The World of Work - continues to change, but at
an even more rapid pace.
HR must understand the implications of:
globalization
technological changes
workforce diversity
changing skill requirements
continuous improvement initiatives
the contingent work force
decentralized work sites
and employee involvement
Understanding Cultural
Environments
Todays business world is truly a global village.
This term refers to the fact that businesses
currently operate around the world.
Understanding Cultural
Environments
HRM must ensure that
employees can operate in the suitable language
communications are understood by a multilingual work force
Ensure that workers can operate in cultures that differ on
variables such as
status differentiation sciocial different trib
societal uncertainty
assertiveness
individualism
HRM must also help multicultural groups work together.
Understanding Cultural
Environments
GLOBE Dimensions:
Assertiveness (Spain)
Future Orientation (Japan)
Gender Differentiation (Egypt)
Uncertainty Avoidance (Denmark)
Power Distance (Thailand)
Individualism/collectivism (Greece)
In-group collectivism (China)
Performance orientation (USA)
Humane orientation (Malaysia)
Understanding Cultural
Environments

Cultural Implications for HRM

Not all HRM theories and practices are
universally applicable.
HRM must understand varying cultural values.
The Changing World of
Technology
Has changed 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.
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
The Changing Organization
The Changing World of
Technology
How Technology Affects HRM Practices
Recruitment
Employee Selection
Training and Development
Ethics and Employee Rights
Motivating Knowledge Workers
Paying Employees Market Value
Decentralized Work Sites
Skill Levels
What is Workforce
Diversity?
Similarities and differences among
employees in terms of age, cultural
background, physical abilities and
disabilities, race, religion, sex, and
sexual orientation.
Workforce Diversity
The challenge is to make organizations
more accommodating (helpful) to diverse
groups of people.
Workforce Diversity

The Workforce Today

minorities and women have become the
fastest growing segments
the numbers of immigrant workers and older
workers are increasing
Who Will Be the Workforce of
the Future?
o Dramatic changes are taking
place:
From 2011 to 2016, the number of
females in the workforce is
predicted to increase by 16.1%.
In the same period, the 16 to 24
age group will grow more rapidly
than the entire population.
The number of workers in the 55
and older group is also expected to
increase sharply.
The Changing Worker

Past Future???
The Changing Workforce
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
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.

Flexible Working Hours

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

Quality of products and services

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
Continuous Improvement
Programs
Work Process Engineering involves radical,
important 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.
Employee Involvement
Delegation having the authority to make
decisions in ones 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
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 made by
enforcing rules fairly and impartially
Code of ethics - a formal document that states
an organizations primary values and the ethical
rules it expects organizational members to
follow.
Line and Staff Aspects of
HRM
Line manager
A manager who is authorized to direct
the work of subordinates and is
responsible for doing the organizations
tasks.
Staff manager
A manager who assists and advises line
managers.
Employee Advocacy
HR must take responsibility for:
Clearly defining how management
should be treating employees.
Represent the interests of employees
within the framework of its primary
obligation to senior management.
Thankyou