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