TRENDS HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

COM 502 l University of Santo Tomas College of Commerce and Business Administration
THREE TRENDS OF HIGH-PERFORMANCE WORK
SYSTEMS (Reliance on Knowledge Workers)
CHANGE IN WORKFORCE
EMPLOYEE EMPLOYEE
Internal Labor Force External Labor Market EMPOWERMENT ENGAGEMENT
- Manpower - Point of Origin - Giving employees - Full involvement in
- Totality of People - Regarding where you responsibility and one’s work and
find and get your authority to make commitment to one’s
potential Manpower decisions regarding all job and company.
- Pool of candidates aspects of product - Committed
development or - Focused
customer service.
TRENDS IN HRM
TEAMWORK PROCESS OF FORMING
1. AGING WORKFORCE A TEAM
- The assignment of -Forming- Members of
- the part of working individuals who have reached a work to groups of the team assembles
certain age and beyond. This is often defined as employees with various - Storming – Conflict
those who are 40 years or older. skills who interact to - Norming- Norms, Rule
assemble a product or of Conduct, Setting
2. DIVERSE WORKFORCE
provide a service. Lines
- similarities and differences among employees - Part of a team with a Performing – Execution
regarding age, cultural background, physical abilities shared objective Adjourning – Separate
and disabilities, race, religion, gender, and sexual ways, dettachment
orientation. HRM MUST SUPPORT COMPANY’S STRATEGY
3. SKILL DEFICIENCIES - Align HRM policies and practices
- if a person lacks the basic and essential skills, in - Diversification
addition to the business knowledge, which are
necessary to carry out the mandatory duties required - Vertical / Horizontal Integration
at the workplace to reach the organizational goals. - Acquisition
TODAY’s WORKFORCE - Expansion
- Baby Boomers (born between 1946 and 1964)) ISSUES AFFECTING HRM
- Generation X (born between 1965–1980)

- Millennials (born from 1981 to 1995)

WHAT IS HIGH-PERFORMANCE WORK SYSTEMS?

- Best fit, Right Alignment

- SOP Process

- Alignment

- Social (People)

- Technical (SOP)
 TRENDS HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
COM 502 l University of Santo Tomas College of Commerce and Business Administration
- Contribution – Employee >> Employers – ASKO’s –
Talents, add-on
- Continues improvement

- Continues enhancement

- Outsourcing – 3rd Party

HUMAN RESOURCES INFORMATION

SYSTEM (HRIS)

A computer system used to acquire, store,

manipulate, analyze, retrieve, and distribute
information related to an organization’s human
resources. HRIS can:

- support strategic decision-making

- help the organization avoid lawsuits

- provide data for evaluating programs or policies to

support day-to-day HR decisions

e-HRM

- Processing and transmission of digitized HR

information

Cloud Computing

- Remote server computers do the user’s computing

tasks

SELF-SERVICE

- System in which employees have online access to

information about HR issues and go online to enroll
themselves in programs and provide feedback
through surveys

HR Dashboards

- Display HR metrics

PSYCHOLOGICAL CONTRACT

- Employer and employee both contribute to the

relationship

- Employer and Employee Harmonious Relationship

- Inducement – Employer Provides to its employees