TRENDS IN HUMAN RESOURCES MANAGEMENT
Concepts and brief description:
Recent events and market evolutions have contributed to new criterions and strategies to select and hire employees. There are two main changes which lead HR to adapt their recruitment strategies. The first one is the change in the age of internal labor. The average age of employees becomes older and older. The second change deals with the races and genders of the work force. We see more and more immigrants and women in the internal labor force and external labor market.
Those changes create concerns to HR. They have to be careful with the law concerning foreign workers, and need to limit discrimination towards women. They have to create activities and measures to turn the diversity of its labor force into advantages, and to create equal opportunities for all.
Also, with the wide development of computers, new skills are required by employers. HR has to find a new way to recruit qualified and multi-task workers. A problem remains: there is a gap between the skill needed and the skills available on the labor market.
There are also three new trends in the work environment. First, workers are more and more qualified while the work category consistently moves toward the service area. HR must make sure that the labor force is motivated in order to provide a high quality service. Second, employees are given more power. As a consequence, they are accountable for the results and decisions they make. HR has to make sure that employees use their “power” efficiently. Finally, team work is more and more used. HR also has to guarantee that each team uses all the resources, talents, and values available in the group.
Finally, with the increase of competition in the market, HR has to do everything in its power to consistently improve the quality of the production of the company. HR also has to find way to keep the structure flexible, competitive, and efficient.
Emotional hook:
What would happen if HR did not really pay attention to the evolution of the labor market, or if the HR team did not take in consideration the diversity and skills available in the internal force? Furthermore, what if HR did not create any means and ways to keep employees motivated and efficient. Again, imagine if HR recruited unqualified, useless, or incompetent workers. Those three areas are all HR’s responsibilities and deeply determine and influence the future and competitiveness of the company.
Key to elicit in discussion:
We see in this chapter that diversity and motivated employees are very important. However, diversity can create a gap in communication and understanding between employees and managers. The language barrier can sometimes become a problem, and the presence of the opposite sex can lead to problems in a team.
Facilitative question:
How can HRM make sure that they hire the right person, at the right moment, at the right place, and how can they keep every single and unique individual motivated?
Concepts and brief description:
Recent events and market evolutions have contributed to new criterions and strategies to select and hire employees. There are two main changes which lead HR to adapt their recruitment strategies. The first one is the change in the age of internal labor. The average age of employees becomes older and older. The second change deals with the races and genders of the work force. We see more and more immigrants and women in the internal labor force and external labor market.
Those changes create concerns to HR. They have to be careful with the law concerning foreign workers, and need to limit discrimination towards women. They have to create activities and measures to turn the diversity of its labor force into advantages, and to create equal opportunities for all.
Also, with the wide development of computers, new skills are required by employers. HR has to find a new way to recruit qualified and multi-task workers. A problem remains: there is a gap between the skill needed and the skills available on the labor market.
There are also three new trends in the work environment. First, workers are more and more qualified while the work category consistently moves toward the service area. HR must make sure that the labor force is motivated in order to provide a high quality service. Second, employees are given more power. As a consequence, they are accountable for the results and decisions they make. HR has to make sure that employees use their “power” efficiently. Finally, team work is more and more used. HR also has to guarantee that each team uses all the resources, talents, and values available in the group.
Finally, with the increase of competition in the market, HR has to do everything in its power to consistently improve the quality of the production of the company. HR also has to find way to keep the structure flexible, competitive, and efficient.
Emotional hook:
What would happen if HR did not really pay attention to the evolution of the labor market, or if the HR team did not take in consideration the diversity and skills available in the internal force? Furthermore, what if HR did not create any means and ways to keep employees motivated and efficient. Again, imagine if HR recruited unqualified, useless, or incompetent workers. Those three areas are all HR’s responsibilities and deeply determine and influence the future and competitiveness of the company.
Key to elicit in discussion:
We see in this chapter that diversity and motivated employees are very important. However, diversity can create a gap in communication and understanding between employees and managers. The language barrier can sometimes become a problem, and the presence of the opposite sex can lead to problems in a team.
Facilitative question:
How can HRM make sure that they hire the right person, at the right moment, at the right place, and how can they keep every single and unique individual motivated?
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