HR Chpt. 2

• 1)aging workforce
• 2)diverse workforce
• 3)skill deficiencies
• 4)HR/Business Implications

• - 55+ expected to increase
• - 25-54 expected to decrease
• - 16-24 expected to decrease

• black expected to stay same
• asian expected to increase 1%
• other expected to increase 1%
• white expected to decrease 2%

• 1)retirement planning- transition to retirement
• 2)control the rising costs of health care + other benefits
• 3)supervising employees much older than themselves
• -keep an open mind
• -focus on results
• -be discrete about your age
• -offer consulting positions

• 1)create an organizational culture that values diversity
• -ensure that HRM systems are bias-free
• -encourage career development for women + minorities
• -promote knowledge + acceptance of cultural differences
• -deal with employees resistance to diversity
• -ensure involvement in education both within + outside the organization

• 1) the gap between skills needed and skills available has decreased companies ability to compete
• 2)They sometimes lack the capacity to upgrade technology, to reorganize work, and empower employees
• 3)Today employers look for: math, verbal, interpersonal, and computer skills

• -Have the best possible fit between: social system(people and how they interact) + technical system(equipment and processes)
• -Key Trends: reliance on knowledge workers, the empowerment of employees to make decisions, and the use of teamwork

• 1)Employees whose contribution to the organization is specialized knowledge, like knowledge of:
• -customers
• -process
• -profession

• 1)focus on general cognitive skills and interpersonal skills
• 2)respect knowledge workers power
• 3)promote and capture the learning at the level of employees, teams, and the overall organization

Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service

• Full involvement in ones work and commitment to ones job and company.
• -This is associated with: -higher productivity
• -better customer service
• -lower employee turnover

the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service

tendency to withhold effort when performing a group task

people lower their effort to get a free ride at the expense of their fellow group members

people lower their effort because of the feeling that others are free riding

• 1)work groups that use technology to communicate and collaborate across time, space, and organizational boundaries
• 2)often cross-functional in nature
• 3)around the clock work, reduced travel time and cost, larger talent pool

• -companywide effort to continuously improve the ways people, machines, and systems accomplish work
• -approach provides guidelines for all the organizations activities including HRM

• Conflict Resolution- differences between businesses involved make conflict inevitable.training involves conflict resolution skills
• Policy Discrepency- need to sort out differences for compensation, performance appraisal, and other HR systems

• 1)a complete review of the organizations critical work processes to make them more efficient and able to deliver higher quality
• 2)involves reviewing all the processes performed by all the organizations major functions. (includes HRM)

• -the practice of having another company (a vendor, 3rd party provider, or consultant) provide services
• 1)gives the company access to in-depth expertise and is often more economical as well
• 2)HR departments help with a transition to this

• Offshoring- moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available
• International Labor Pool- hiring at home may involve selection of employees from other countries. Beg. of 21st century has seen significant immigration

• -description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions.
• Employee Contributions-high performance, longer hours, excellent customer services
• Employer Input-training, flexibility, work-life balance

• 1)alternative work arrangement: in dependent contractor
• -on-call workers
• -temporary workers
• -contract company workers
• 2)flexible work schedule