MGMT210 Regent Human Resource In A Christian’s Worldview Discussion Help This week’s discussion and Faith Integration: Is Human Resources a good term for p

MGMT210 Regent Human Resource In A Christian’s Worldview Discussion Help This week’s discussion and Faith Integration: Is Human Resources a good term for people with a Christian Worldview to use in terms of speaking about human beings? What does Matthew 25:14-28, Galatians 3:23-29, and 1 Thessalonians 5:12-23 have to say about people as human resources?

– 200-300 words

– Minimum of two references

– Biblical integration

Noe, R. (2016) Fundamentals of Human Resource Management(ISBN 9780077718367).New York, NY: McGraw Hill Education.

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Need To Know
1. Labor force composition trends and technological
developments how they affect HRM.
2. Areas in which HRM can support the goals of creating a highperformance work system and expanding internationally.
3. Employee empowerment and its role.
4. Ways HR professionals can support organizational strategies
for quality, growth, and efficiency.
5. How the nature of employment relationship is changing.
6. How the need for flexibility affects HRM.
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The Labor Force
Internal Labor Force
External Labor Market
• An organization’s workers
includes its employees and
people who have contracts
to work at the organization
• Internal labor force has been
drawn from the external
labor market.
• Individuals who are actively
seeking employment.
• Number and kinds of people
in external labor market
determine kinds of human
resources available to an
organization.
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Change in the Labor Force
Aging Workforce
Diverse Workforce
Skill Deficiencies
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Generations
Today’s
Workforce
Baby Boomers
Silent
Generation
Generation Y
Generation X or
Millennials
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FIGURE 2.1
Age Distribution Of U.S Labor Force
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HR Implications of an Aging Workforce
HRM spends much time on retirement
planning, retraining and motivating
workers.
Organizations struggle to
control rising costs of
health care and benefits
Managers will supervise
older employees.
Organizations
must find ways
to prepare
youth
labor force.
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As more of the workforce
reaches retirement age,
some companies have
set
up
mentoring
programs between older
and younger workers so
that knowledge is not
lost but passed on.
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Figure 2.2
Projected Racial/Ethnic Makeup of the
U.S. Workforce, 2022
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HR Implications Toward Undocumented
or Illegal Immigrants
supply of and
demand for labor
need to comply
with laws
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Figure 2.3
HRM Practices That Support Diversity
Management
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Skill Deficiencies of the Workforce
Employers are looking for • Gap between needed
skills:
and available skills has
decreased companies
? mathematical
ability to compete.
? verbal
? Interpersonal
• Companies may lack
? computer
capacity to upgrade
technology, reorganize
work, and empower
employees.
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High-Performance Work Systems
Organizations have best fit between their:
? social system (people and how they interact); and
? technical system (equipment and processes).
Three trends in high-performance work systems:
reliance on knowledge workers
2. empowerment of employees to make decisions
3. teamwork
1.
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HRM Applications for Social Networking
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Table 2.1
Top 10 Occupations for Job Growth
Knowledge Workers
Employees whose
contribution to the
organization is
specialized knowledge of:
• customers
• processes
• profession
They are especially
needed for jobs in:
•
•
•
•
•
health services
business services
social services
engineering
management
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Test Your Knowledge
Ensuring that knowledge workers will share
information and store it so that it is easily
retrieved by others is the concern of which of
the following HR activities.
A.
B.
C.
D.
Turnover
Employee Empowerment
Knowledge Management
Employee Selection
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Employee Empowerment
Employee
Empowerment
Giving employees
responsibility and
authority to make
decisions regarding all
aspects of product
development or
customer service.
Employee Engagement
Full involvement in one’s
work and commitment to
one’s job and company.
This is associated with:
? higher productivity
? better customer service
? lower employee turnover
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Teamwork
The assignment of work
to groups of employees
with various skills who
interact to assemble a
product or provide a
service.
Work teams often
assume many of the
activities traditionally
reserved for managers:
• selecting new team
members
• scheduling work
• coordinating work with
customers and other
units of the organization
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Test Your Knowledge
Sharon is a very smart and conscientious worker.
Lately, she has felt that her ideas were
disregarded and she was denied autonomy in
completing her work. This situation is probably
caused by a lack of
A.
B.
C.
D.
Employee Empowerment
Knowledge Management
Turnover
Teamwork
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Figure 2.4
Strategic Business Issues Affecting HRM
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Total Quality Management (TQM)
TQM is a companywide effort to continuously
improve the ways people, machines, and systems
accomplish work.
TQM approach provides guidelines for all the
organization’s activities, including HRM.
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TQM Core Values
1. Methods and processes are designed to meet the
needs of internal and external customers.
2. Every employee receives training in quality.
3. Quality is designed into a product or service so
that errors are prevented from occurring.
4. Organization promotes cooperation with vendors,
suppliers, and customers to improve quality and
hold down costs.
5. Managers measure progress with feedback based
on data.
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3 HRM Controls Cost
reengineering
outsourcing
health
insurance
downsizing
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Figure 2.5
Number of Employees Laid Off During
the Past Decade
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Reengineering
?A complete review of the organization’s major
work processes to make them more efficient and
able to deliver higher quality, including HRM.
?Reengineering affects HRM in two ways:
• How HR accomplishes its goals may change.
• Change requires HR to help design and implement
change so that all employees will be committed to the
reengineered organization’s success.
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Outsourcing
Outsourcing – the practice of having another
company, such as a vendor, third-party provider, or
consultant, provide services.
• Outsourcing gives the company access to in-depth
expertise and is often more economical as well.
• HR helps with a transition to outsourcing.
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Mergers and Acquisitions
HRM should have a significant role in carrying out a
merger or acquisition.
• Differences between businesses involved in the deal
make conflict inevitable.
• Training should include conflict resolution skills.
• There is a need to sort out differences in the two
companies’ practices regarding compensation,
performance appraisal, and other HR systems.
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Expanding into Global Markets
Offshoring
• Moving operations
from the country
where a company is
headquartered to a
country where pay
rates are lower but the
necessary skills are
available.
International Labor Pool
• Hiring at home may
may involve selection
of employees from
other countries.
• Immigration
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Figure 2.6
Where Immigrants to U.S. Came from in 2012
HR 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
support day-to-day HR decisions
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Table 2.2
Technologies Influencing HRM
Internet Portal
Shared Service
Centers
Business
Intelligence
Cloud
computing, such
as application
service
providers
Data mining
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Electronic Human Resource Management
(e-HRM)
e-HRM: processing and transmission of digitized HR
information especially using computer networking
and Internet.
e-HRM has potential to change all traditional HRM
functions.
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.
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Change In Employment Relationship
A New Psychological
Contract
Flexibility
Flexible Staffing Levels
Flexible Work
Schedules
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Flexibility: A Family-Friendly Work Arrangement
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Need for Flexibility Affects HRM
Organizations seek flexibility in staffing levels
through alternatives to traditional employment
relationship:
• outsourcing, temporary and contract workers
• flexible work schedules – including shortened work
weeks
• moving employees to different jobs to meet changes in
demand
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Summary
• An organization’s internal labor force comes from
its external labor market
• U.S. labor market is aging and becoming more
racially and ethnically diverse.
• Organizations must recruit from a diverse
population, establish bias-free HR systems, and
help employees understand and appreciate
cultural differences.
• HRM can help organizations find and keep the
best possible fit between their social and technical
systems.
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Summary
(continued)
• Job design and appropriate systems for
assessment and rewards have a central role in
supporting employee empowerment and
teamwork.
• Employee empowerment means giving employees
responsibility and authority to make decisions
regarding all aspects of product development or
customer service.
• HRM must design jobs to give employees latitude
for decision-making and interpersonal skills.
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Summary (continued)
? HR professionals should be familiar with the
organization’s strategy and may play a role in
developing the strategy.
? Specific HR practices vary according to type of
strategy.
? Organizations with international operations hire
employees in foreign countries where they operate,
so they need knowledge of differences in culture and
business practices.
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McGraw-Hill/Irwin
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