2.1 - intro to HRM Flashcards
internal/external factors of change in hrm/change in workplace
Human resource management
THE ROLE OF MANAGERS IN PLANNING AND DEVELOPIN AN ORGANIZATION’S PEOPLE
Workforce planning
THE MANAGEMENT PROCESS of forecasting future and current staffing needs
Factors for change in HRM planning
- demographic changes
- consequences of aging population
(birth rate, retirement age, migration rate, more females working)
- reduced labour mobility
- changes in consumption patterns, creates different opportunities for businesses
- increase in dependent population, so more taxpayer burden to support them
NET MIGRATION
the difference between the number of people entering the country and the number of people leaving the country
MIGRANT WORKERS
why do they work in another country?
- people who move to other countries for better job prospects
- better pay & employment oppurtunities, higher living standards
Labour mobility
- the more mobile people are, the greater the supply of labour tends to be
the extent to which workers have the flexibility to move locations or switch jobs
Restrictions on worker mobility:
geographical: family and friend ties/relocation costs/fear of the unknown
occupational: age (younger people more willing to take risks, less ties)/high specialization/discrimination
Labour market considerations
- how many people are looking for a job?
- are job seekers qualified?
- what is a competitive wage rate?
- what are competitor labour needs?
THIS AFFECTS…
COST OF LABOUR
Flexitime
- includes teleworking and homeworking
a system that allows employees to decide when they work as long as they complete their tasks by a set deadline
PROS and CONS of flexitime for employees
- suitable for employees with kids/flexible working hours
- social isolation/huge reliance on communication tech.
PROS and CONS of flexitime for employers
- reduces fixed expenses for physical location/flexible hours for customers/lowr absences for employees
- high set up costs & much more selective recruitment process for employees with intitaive
Gig economy
refers to labour markets where workers have short-term contracts and carry out freelance as an independent contractor
PROS AND CONS OF GIG ECONOMY
- ALLOWS FLEXIBILITY FOR BUSINESSES AND WORKERS/LOWER COSTS FOR BUSINESSES WHO DON’T NEED TO HIRE FULL-TIME EMPLOYEES/EMPLOYEES IN CONTROL OF WORK-LIFE BALANCE
- WORKERS DON’T GET JOB SECURITY/HEALTH BENEFITS/BUSINESSES TAKE A RISK B/C PERFORMANCE MIGHT NOT BE SATISFACTORY
PORTFOLIO WORKERS (in gig economy)
people who work a variety of jobs at the same time temporarily
Why do people resist change in workplace? (SLMD)
self-interest, low tolerance, misinformation, different perspectives
Approaches for resisting change
- education and communication
- participation and involvement
- facilitation and support
- negotiation and agreement
- manipulation and co-option (representative)
- explicit and implicit coercion
NOTE: CHARLES HANDY’S SHAMROCK ORGANIZATIONS SUGGEST THAT BUSINESSES WILL GRADUALLY USE FEWER CORE STAFF TO IMPROVE THEIR FLEXIBILITY, SO THEY CAN REDUCE LABOUR COSTS
