Professional Documents
Culture Documents
Chapter 1
Chapter 1
Strategic Human
Resource
1
Management
Chapter
One
© 2019 McGraw-Hill Ryerson Education Limited Schwind 12th Edition, Figure 1-2 Schwind 12th Edition 1-6
CANADIAN HUMAN RESOURCE MANAGEMENT
Technological Force:
Flexible Work Design
• Unprecedented degree of technology
– Changed the way we work, play, study, and entertain
ourselves
– Access to information has affected the way organizations
conduct business
• Technology has brought flexibility
– When and where work is carried out (e.g., telecommuting)
• Knowledge Management
– Process of capturing organizational knowledge and
making it available for sharing and building new
knowledge
• Intranets and integrated information systems help
store and access information quickly and accurately
• Internet has a profound impact on HR activities
– social networking sites, video-sharing, etc.
Demographic Force:
Gender Balance in the Workplace
• 47% of the workforce are women (2017)
• Women accounted for 70% of employment growth
in the last 20 years
• Raises importance of:
– Child care
– Work-family balance
– Dual career families
– Employment equity
Demographic Force:
Shift Towards Knowledge Workers
• Shift from primary and extractive industries to
service, technical, and professional jobs
– All services combined currently account for more than 75
percent of the gross domestic product (GDP).
• Knowledge workers have been the fastest growing
type of workers
– Need to attract, retain, and retrain
Demographic Force:
Educational Attainment of Workers
© 2019 McGraw-Hill Ryerson Education Limited Schwind 12th Edition, Figure 1-8 Schwind 12th Edition 1-21
CANADIAN HUMAN RESOURCE MANAGEMENT
© 2019 McGraw-Hill Ryerson Education Limited Schwind 12th Edition, Figure 1-9 Schwind 12th Edition 1-22
CANADIAN HUMAN RESOURCE MANAGEMENT
Demographic Force:
Generational Shift
• Baby Boomers, Generation X, Generation Y, and
Generation Next (Gen Z) are qualitatively different
workers
– Need to understand that people have different
expectations from their workplaces
• Functional authority
– HR department may be provided authority to make
decisions (e.g., deciding type of benefits)