Strategic HRM and Emerging Trends. MBA 405 Module 12. HRM in the 21 st Century. HRM activities must be: Responsive to a highly competitive marketplace and global business structures; Closely linked to business strategic plans; Jointly conceived and implemented by line and HR managers; and
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The use of validated selection and promotion models/procedures.
Extensive training and development of new employees.
The use of formal performance appraisal and management.
The use of multisource (360) performance appraisal and feedback.
Linkage of merit increases to formal appraisal processes.
Above market compensation for key positions.
High percentage of the entire workforce included in incentive systems.
High differential in pay between high and low performers.
High percentage of workforce working in self-managed, project-based teams.
Low percentage of employees covered by union contract.
High percentage of jobs filled from within.Characteristics of High Performance Work Systems
Goal: Developing a Human Resources Scorecard!
Building and sustaining core competencies within the organization and maintaining flexibility in order to react quickly to the changing global marketplace and the advances in technology.
Easy to move work around when it can be digitized.
Decrease the cost of labor.
HRM becomes more complicated.
More union activities.
Corporate downsizing linked to new technology.
Barriers to entry have been reduced, increasing international competition from firms and individuals alike.
U.S. export jobs up 20% in last 10 years.
U.S. firms are expanding in new countries and new markets.
Reduced work forces by more than 10% in last decade:
HRM specialists in organizational restructuring.
Conduct vocational counseling for displaced employees.
Assist in developing new staffing plans.
Help in legal defense against allegations of discrimination related to downsizing.Increased Globalization
User testing programs assess computer interface.
Use of intranet sites to convey personnel information.
Maximize profit margins and sustained customer value.
Electronic tracking of HR activities such as T/O and performance reviews.
Impact of Internet on HRM activities:
Computer search of potential applicant pool.
Standardized resumes in data base.
Announcements and responses through e-mail.
Increased focus on security of personnel information and intellectual property.
Increased speed of communication across the organization.
Video computer conducts testing and interviewing.Technological Changes