Changes that are occurring in business today

1.
2.

Changing employee expectations

Rapidly Growth
Emphasis on increased productivity

3.
4. New modalities of employment outsourcing
5.
6.

Flatter organization
Fall of the command-and-control manager
CHANGING EMPLOYEE EXPECTATION
Value of todays employees are somewhat
different from the values of a generation ago.
Generations have been classified into FOUR
CATEGORIES
1. SILENT GENERATION: People who were
born before 1946
Also called veterans who entered into
the workforce in the 1950s and early
19602
Since they are already old they have
since long retired and unheard form.
Known to be loyal to the organization
2. BABY BOOMERS:
People born bet. 1946 and 1959
Born after the second world war
when the economy is booming who
never experienced the hardships of
thewardays.
Aggressive and ambitious
Loyal to their carrers
3. GENERATIONS X
1960-1979
Born between 1960 and 1979
before the advent of the
Information Age
Concerned about work/life issues
4. GENERATION Y
1980-2008
Referred to as the NEXTERS, are in
their 20s
Subject of the article in the May 28,
2008 issue of the fortune magazine
Love modern gadgets
Known for talking back to their
bosses
Ambitious, demanding and
questions everything.

Loyalty, the companies they work

for are last on their list-behind their
families, friends,communities,coworkers and of course, themselves
These kids according to the article
are
- Self-absorbed
- Gregarious
- Multitasking
- Loud
- Optimistic
- Pierced
Bruce Tulgan- quoted the good
news is theyre also going to be the
most high-performing workforce in
the history of the world. They walk
with more info. In their fingertips
and sure they have the high
expectations, but they have the
highest expectation first and
foremost for themselves.
Place a high value on their financial
success.

RAPIDLY CHANGING TECHNOLOGY

Advent of computer has
fundamentally changed jobs.
EMPHASIS ON INCREASED
PRODUCTIVITY
Shrinking global village has
liberalized tariff in almost all parts
of the world. Alternative goods are
avail. In the world market at lower
prices.
Elimination of redundant jobs or
jobs which have no value
Equation created by Charles Handy.
work,paid twice as much,
producing three times as much
COMPETENCIES- underlying
attributes or characteristics that
assures superior performance.
Includes TANGIBLE SKILLS and
KNOWLEDGE and intangible aspects

required of the job such as

ATTITUDE, VALUES and
INTERACTIVE ABILITIES of the job
holder.
NEW MODALITY OF EMPLOYMENT-OUT
SOURCING

Business today prefer to adopt

flexibility in the acquisition of
human sources.
Practice of hiring the
euphemistically called
INORGANIC employees has been
actively denounced by the labor
sector as the creeping
CASUALIZATION of the labor force
in the country to avoid
unionization.
BPO(business process outsourcing)
local and foreign companies to
avoid the high labor costs in the US,
Canasda and other developed
countries.
Outsourcing: result are some
employees laid off , some are hired
in contractual basis while others are
on the fixed or definite period of
employment.
FLATTER ORGANIZATION
Days of multiple hierarchal levels
are gone
Delayering in business org. is the
name of the game.
Flattening of organization: improves
productivity,
efficiency
and
communications
Expected to produce more using
fewer resources
Multi tasking is required as they are
asked to perform a varietyof ver
changing
roles,
taking
new
responsibilities, and significantly
changing the job contents of the
incumbents

Layoffs: result of flattening of org.

have affected both rank and file
employee.
Restricting have an impacts on
human resource management.
Pinkpapers( euphism for layoffs)
must let go with dignity

FALL OF THE COMMAND and CONTROL

MANAGER

Under the people empowerment

philosophy,
supervisors
and
managers must act like coaches

HUMAN RESOUCE
In business sense: people who do
actual work in the org.
Definition: effective use of organizations
human resource to improve its performance
- Strategic and coherent
approach
to
the
management
of
an
organizations most valued
assets-the people
- Productive use of people in
achieving the org. strategic
business objectives and the
satisfaction
of
the
individual
HUMAN CAPITAL-the people in the org. with
different values,aspirations, cultural and family
background,educations, attitude and temper.

ORIGIN and DEVELOPMENT of HRM

17th century before the start of

industrial
revolution-working
arrangements
involve
close
relationships between mentors and
apprentices dedicated to particular
trade.

Apprentices required to live in the

shop or home of master.
Advent of Industrial Age: notion of
work move from the guilds and
home shop to steam driven
factories.