MGT3320EXAM1

MGT3320EXAM1 - Ch.1 Changing Nature of HR 24/01/2011...

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Unformatted text preview: Ch.1 Changing Nature of HR 24/01/2011 09:36:00 HR MGT Challenges Globalization of Business Need to be able to understand norms, values, and laws of other countries Be aware of terrorism and threats Economic and technological change Occupational shifts 50 years ago we were a manufacturing based country predominately, now the country is predominately service based industries In coming years, job growth in technology and healthcare But these are low paying jobs for most part Workforce availability/quality A lot of people in the labor market dont have the skills/abilities that employers need and are looking for Contingent workforce Contingent = leased employees, part timers, interns, or contracted employees Employers like contingent workforce since it allows them to fill in the gaps, and then when there is a downturn they can lay off employees without harm Technological/Internet The speed of technological change is an issue for employers Employees are connected to their jobs around the clock, which can create work life stress by overwhelming people and burning them out Managers need to learn how to manage virtually HR MGT Challenges Demographic and diversity Racial and ethnic Bring their traditions and cultures into the workplace, which can create issues Women Half of the workforce is female Half of woman in the workforce are the main breadwinner in their household Sexual harassment is a huge concern Also, balancing worklife and homelife balance Aging The US has an aging population and workforce Concerns caused by aging employees include increase in sickness, increases in healthcare costs, and capturing the knowledge and experience of retiring employees and finding their replacements Cost Pressures and Restructuring Doing more with less companies are rightsizing (= aka downsizing) companies are restructuring, mergers, and getting leaner and meaner by downsizing and cutting the fat Roles of HR Administrative Record keeping Where it all started with welfare secretaries Today it is automated or outsourced (i.e. payroll and background checks) Operational/Employee Advocate Work that upper management tells HR to do (such as developing plans) HR supports managers by doing these operational tasks Employee advocate stereotype that all HR does is help the employees along by holding their employees hands HR often steps in on behalf of the employee Strategic Becoming less and less administrative and more strategic...
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MGT3320EXAM1 - Ch.1 Changing Nature of HR 24/01/2011...

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