Transcript Document 7324690

Trends in Human Resource
Management
Selected Topics from Chapter 2
Change in the Labor Force
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Labor Force
 What constitutes the labor force?
Internal labor force
 The workers an organization already has
External labor market
 Individuals actively seeking employment
Hong Kong Population in 2005
Hong Kong Population by 2050
Hong Kong’s Aging Workforce
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In 2000, 29.7% of Hong Kong’s population
was aged 50 or above.
By 2030 and 2050, this will have increased to
52.2% and 59.2% respectively.
What are the challenges organizations face
with regard to the aging workforce?
Focus on Strategy
How can human resource management
support and contribute to organizational
strategy?
Strategic HRM
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Strategic HRM: linking the organization’s
strategy with human resource practices in
order to improve business performance.
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HRM professionals as strategic partners
Generic Strategies
Large part of
the market
Small segment
of a market
Low Cost
Advantage
Unique Product
Advantage
Low-Cost
Strategy
Differentiation
Strategy
Focus Strategy
Low-Cost Strategy
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HR implications
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Efficient production
Explicit job descriptions
Detailed work planning
Emphasis on technical qualifications and skills
Emphasis on job-specific training
Emphasis on job-based pay
Use of performance appraisal as a control device
Differentiation Strategy
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HR implications
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Emphasis on innovation and flexibility
Broad job classes
Loose work planning
External recruitment
Team-based training
Emphasis on individual-based pay
Use of performance appraisal as a development
tool
Focus Strategy
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HR Implications
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Can be a combination of those mentioned on
previous two slides.
Business Strategy: Issues Affecting
HRM
Total Quality Management (TQM)
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A companywide effort to continuously
improve the ways people, machines, and
systems accomplish work.
HRM has an important role:
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Creating an innovative environment in which
employees themselves improve quality
Employees should receive training to upgrade
KSAOs.
Mergers and Acquisitions
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M&A = Consolidation?
Between 50 and 80 percent of all mergers
and acquisitions fail.
One of the reasons often cited: cultural
incompatibilities.
Reengineering
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Another important concept in the Ocean Park
Case Study.
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Reengineering: A complete review of the
organization’s critical work processes to make
them more efficient and able to deliver higher
quality.
International Expansion
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International expansion affects many HRM
functions
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Recruitment and selection (expatriates or host
country nationals?)
Training and development (training employees to
work in new environment)
Downsizing
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Downsizing or “churning”?
If you were told you were being downsized, what
would you want to know?
If you weren’t being downsized but others were, what
would you want to know?
Outsourcing
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HR departments can help with the transition
to outsourcing.
HR functions can also be outsourced, but
some easier than others.
Change in Employment Relationship
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The Psychological Contract
 A 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
Psychological contract in the 60’s and 70’s.
Psychological contract now.
Exam Question Example 1
According to guest lecturer Dana Breitenstein, national
cultures can be past-oriented, present-oriented, or futureoriented. What type of culture does Hong Kong have in this
respect?
1. Past-oriented
2. Present-oriented
3. Future-oriented
4. Both past and future-oriented
Exam Question Example 2
Which one of the following best exemplifies the process of
self-selection?
1. An applicant posts his or her resume on an online job
bulletin board.
2. While at a job fair, an applicant decides to interview
with the ABC Company.
3. An applicant is asked to return for a second interview
with the ABC Company.
4. An applicant takes an online "job fitness" test before
deciding to apply to the ABC Company.