Professional Documents
Culture Documents
TECHNOLOGY
CUNTAPAY, DON
As technology advances, technical changes create challenges that human resource managers
must face. An organization's workforce has to keep up, or the
company risks being left behind as tech-savvy competitors move in.
The human resource manager plays an important role in helping
employees keep pace with technical changes.
This means two things for businesses: they must train their
current employees to keep up with technical changes and they must
motivate and encourage employees who they bring on board to be
the best they can be at using new technology. Human resources can
also facilitate further education programs, training days, conferences and seminars to keep
employees' skills fresh.
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REFERENCES
Swartz, J. (2019, December 07). How Amazon created AWS and changed technology forever. Retrieved July 01, 2020,
from https://www.marketwatch.com/story/how-amazon-created-aws-and-changed-technology-forever-2019-12-03
The Use of Technology in Management. (2017, January 30). Retrieved July 01, 2020, from
https://online.stmary.edu/mba/resources/use-of-technology-in-management
The spread of the coronavirus, governments around the world carried out lockdown
measures which have introduced plenty of worldwide economic activity to a stop. Many
companies have been forced to lessen operations or close down, and increasingly people are
predicted to lose their jobs. Corporations in the services industry, a major supply of growth to
many economies, had been among the toughest hit with the coronavirus pandemic.
Manufacturers have also been hit, and world trade volume could yet again plummet this year.
As for the human resource managers, to prevent the spread of the coronavirus,
agencies have switched to a faraway work version at a rate and scale they've never experienced.
As face-to-face collaboration is replaced with email and videoconferencing, HR managers ought
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to do difficult work under tough situations. Not only are human resource professionals
worried about employees' health and well-being at some stage in the pandemic, but they are
also under the stress of processing the office work and imparting solace to the millions of
workers who've been laid off or furloughed. For employees nonetheless, on the job, HR
managers are trying to maintain their employees productive, encouraged, engaged, and
connected all elements which are shifting targets in the new normal.
Reeling from the whiplash, the CEOs of corporations like Macy's to Ford, from
McDonald's to American Airlines have all used the identical word to describe the fallout:
unprecedented. These corporates are dealing with this pandemic almost similarly. They change
their marketplace and their economies. It is also stated that the unemployment rate in the U.S.,
at a roughly 50-year low in February, is now at ranges not seen since the great depression. The
U.S. lost a record 20.5 million jobs in April and lots of economists have warned the jobless rate
of almost 15% doesn't completely reflect the pandemic's toll at the workforce.
REFERENCES
Lewis, N. (2020, April 23). HR Managers Rethink Their Role During the Coronavirus Pandemic. Retrieved July 01,
2020, from
https://www.shrm.org/hr-today/news/hr-news/pages/hr-managers-rethink-their-work-coronavirus-pandemic.aspx
Repko, M., Lucas, A., Josephs, L., & Wayland, M. (2020, May 11). American companies spent years
in an economic boom. Then the coronavirus hit. Retrieved July 01, 2020, from
https://www.cnbc.com/2020/05/10/american-companies-spent-years-in-an-economic-boom-then-the-coro
navirus-hit.html
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GLOBALIZATION
MASAUDING, CLYDE JOEY
An example would be Google or Apple. These companies, if
they were to hire from a different country, they would need to
consider the different cultural identities.. The difference between
countries’ cultures should be highly considered in the
employment department in order to attain successful results for
the company. If this factor were to not be minded, there would be
problems like unnecessary scuffles between employees due to
cultural differences. Also, generalizing and not giving importance
to different cultures, laws, and policies known by the employees would be trouble for the
company. This was checked and done by companies like Google and Apple which made them
more successful when they entered their business globally.
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REFERENCES
Friedman, B. (n.d.). (PDF) Globalization Implications for Human Resource Management Roles.Retrieved June
30, 2020, from https://www.researchgate.net/publication/225568905_Globalization_Implications_for_Human_
Resource
Natter, E. (2018, November 14). Effects of Globalization on Human Resources Management. Retrieved June
30, 2020, from https://smallbusiness.chron.com/effects-globalization-human-resources-management-61611.html# a
company extends its,and also to new employees.&text=A company's ability to move,fill needs with skilled workers.
COST CONTAINMENT
DELA CRUZ, PAULO DAVE S.
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better return on investment in such areas as marketing, hiring employees instead of
using contractors, buying on credits, negotiation and buying own building instead of
renting.
San Miguel Corporation applied cost
containment measures and operational
efficiencies in both domestic and international
operations resulted to increase in income from
operations.
Consolidated net sales revenue reaches P250 billion — 10% higher than 2005 San Miguel
Corporation (SMC) reported another strong performance in 2006 amid slower growth in
incomes. Consolidated net sales revenue reached P250 billion, which was 10% higher than
2005. Consolidated operating income likewise grew 18% to P20.6 billion – attributed primarily to
the full year consolidation of National Foods and savings generated from group-wide cost
containment measures. as cost containment measures and operational efficiencies in both
domestic and international operations resulted to P21.6 billion in income from operations.
REFERENCES
Argyris, C. and Schon, D. (1977). Organizational learning: A theory of Action Perspective. Addison-Wesley, Reading,
MA.
Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal organizational initiatives & formal workplace practices:
Links to work-family conflicts & job related outcomes. Journal of Management, 28(6), 787-810.
Ulrich, D. (1997). Human resource champions: the next agenda for adding value and delivering results. Boston:
Harvard Business School Press.
Walker, J. (1994). Integrating the human resources function with the businesses. Human Resource Journal, vol. 17,
no. 2, pp. 59-77.
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Human Resource Management often faces cultural, ethnic, racial, gender and other
differences of an employee in the workplace that may affect the performance of a company.
That is why managers often have the intuition that diversity is a good thing to have in the
workplace by encouraging the employees to bring attention to their differences in a positive and
meaningful way that may lead to a more inclusive environment.
● Assigning the challenging goals and offering rewards to maximize the task
performance
● Providing employees with necessary coaching, mentoring and guidance to
accomplish the assigned goals
● Discouraging the employees from making overtime a common norm in the
workplace.
● Motivating and training the employees to manage the stress and time, which is
important for both- improving the task performance, and improving the psychological
well-being.
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REFERENCES
Knowledge@Wharthon (2018). How Firms Can Do a Better Job of Leveraging Diversity. Wharton University
of Pennsylvania. Retrieved from: https://knowledge.wharton.upenn.edu/article/designing-better-diversity-initiatives/
SUMMARY:
It is strange that the HR function is not much appreciated in our country. For decades,
the HR activity has remained a staff function (advisory) as opposed to a line (decision making)
function. The trend is changing now; the organisations are putting more power and
responsibilities on the HR department.
There is growing evidence that human resources are crucial to organizational success, and
may offer the best return on investment for sustainable competitive advantage. The world of
HRM is changing more rapidly than we can imagine. Constant environmental changes mean that
HR managers face constant challenges. They must respond by taking advantage of gradual yet
reflective changes in the nature of the field, current practices, and overall human resource
management policies, mission and vision.
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