Professional Documents
Culture Documents
Session Outcomes:
Discover the global trends affecting human
resources management,
Describe the impact these trends are having on
organizations and the management of human
resources,
Develop an appreciation of the changing role of
human resources management in supporting
organizational strategy.
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Technological
Social
Economic
Economic
Social
Increased demands
Increased
government
involvement in
economic growth
Increasing gap
between rich and
poor individuals
Rapidly increasing
national debt to
GDP ratios
Growth and
increasing instability
of sovereign wealth
funds
Increase in state
capitalism
International and
internal migrations
Increased
interconnectivity of
people, organizations
and societies
Changing family
structure
Increasing power of
women
Aging population
Population growth
Increasing social
freedom
Accelerated pace of
life
Urbanization
for transparency in
government and
organizations
Increasing dispersal
of national power
Narrowing of gaps
in national power
between developed
and developing
nations
Increase in the
power of non-state
actors (businesses,
organizations such
as the World Bank)
Technological
Pace of
technological
innovation is
increasing
Genomics
Digitization of
lifestyles and work
life
Breakthrough or
transformative
technologies
Social, economic
and cultural
connectivity.
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Aging workforce
Multiple generations in the workforce
Changing attitude toward work
Globalization
Blurring of organizational lines
Technology
These
Trends
These Organizational
Challenges
These HRM
Transformations
Increasing value
Globalization
Emerging
businesses
New technologies
Intellectual capital
Continuous change
Competition
Adapted from Dattner and Rothenberg The Future of Human Resources, 2003
Strategic partner
Business
competency
Align with strategy
Accountability
Talent management
Flexibility
Restructuring
Expertise
Operational
Devolution
(Aligning HRM
with Strategy)
HR Scorecards
Talent Management
Business Consultancy
Business Effectiveness
Corporate University
Restructuring
Expertise
HR
Consultancy
Employee
Self-Service
Outsourcing
Most Frequently
Outsourced
HRM Activities1
1HR
Performance
Management
Change
Management
Work System
Design/Redesign
Employee
Self-Service
Enrollment/change
benefits
Reviewing payroll
and compensation
information
Applying for internal
jobs
Updating personal
information
Enrolling in training
and development
classes
Organizational
Reponses to
These
Challenges
Performance
management
Career
development
Promotions
Compensation
Transferring
HRM
Responsibilities
To line Managers
Operational
Devolution
Do you know what workers want and expect for you to become an
employer of choice and can you make a compelling business case for
taking the actions that are needed to become this employer of choice?