Hrm in a Dynamic Environment
INTRODUCTION 2
THE IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN MODERN DYNAMIC ORGANIZATIONS 2
EVOLUTION OF THE HR FUNCTION - FROM A BUSINESS FUNCTION TO A STRATEGY PARTNER 3
HR Function Growth Path 3
HR as a Business Function 4
HR as a Business Partner 4
HR as a Strategic Partner 5
EFFECTS OF TECHNOLOGICAL CHANGES ON HRM AND INTRODUCTION OF HRIS 5
A RETENTION FACTOR IN TODAY'S DYNAMIC BUSINESS WORLD - TRAINING AND DEVELOPMENT 6
TQM – THE 3 MAGIC LETTERS TO SUCCESS 7
Key Elements: 8
TOTAL QUALITY HUMAN RESOURCES MANAGEMENT 11
Introduction 11
How to implement TQHRM 12
TQHRM in Action 13
HR'S ROLE IN REENGINEERING 13
STRATEGIES FOR HR TRANSFORMATION 15
HR - Support to Strategic advantage 15
It’s your data working for you: Analytics for global HR decisions 17
References 18
INTRODUCTION
The world of work is rapidly changing. Even as little as a decade ago, the times were calmer than they are today. But that doesn't mean that ten years ago one didn't experience change. One the contrary, we were then, as we are today, in a slate of flux. It’s just- that today the changes appear to be happening more rapidly.
As part of an organization then, HRM must be prepared to deal with the effects of the changing world of work. For them, this means understanding the implications of globalization, work-force diversity, changing skill requirements, corporate downsizing, total quality management, reengineering, the contingent work force, decentralized work sites and employee involvement. Let's look at how these changes are affecting HRM goals and practices.
THE IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN MODERN DYNAMIC ORGANIZATIONS
Researchers feel that successful organizations do not owe their success solely to market realities and sustainable competitive advantages. Actually, there is a lot more. Successful companies are those that consider their human capital as their most important asset. Facts and figures are the quantitative elements of
THE IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN MODERN DYNAMIC ORGANIZATIONS 2
EVOLUTION OF THE HR FUNCTION - FROM A BUSINESS FUNCTION TO A STRATEGY PARTNER 3
HR Function Growth Path 3
HR as a Business Function 4
HR as a Business Partner 4
HR as a Strategic Partner 5
EFFECTS OF TECHNOLOGICAL CHANGES ON HRM AND INTRODUCTION OF HRIS 5
A RETENTION FACTOR IN TODAY'S DYNAMIC BUSINESS WORLD - TRAINING AND DEVELOPMENT 6
TQM – THE 3 MAGIC LETTERS TO SUCCESS 7
Key Elements: 8
TOTAL QUALITY HUMAN RESOURCES MANAGEMENT 11
Introduction 11
How to implement TQHRM 12
TQHRM in Action 13
HR'S ROLE IN REENGINEERING 13
STRATEGIES FOR HR TRANSFORMATION 15
HR - Support to Strategic advantage 15
It’s your data working for you: Analytics for global HR decisions 17
References 18
INTRODUCTION
The world of work is rapidly changing. Even as little as a decade ago, the times were calmer than they are today. But that doesn't mean that ten years ago one didn't experience change. One the contrary, we were then, as we are today, in a slate of flux. It’s just- that today the changes appear to be happening more rapidly.
As part of an organization then, HRM must be prepared to deal with the effects of the changing world of work. For them, this means understanding the implications of globalization, work-force diversity, changing skill requirements, corporate downsizing, total quality management, reengineering, the contingent work force, decentralized work sites and employee involvement. Let's look at how these changes are affecting HRM goals and practices.
THE IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN MODERN DYNAMIC ORGANIZATIONS
Researchers feel that successful organizations do not owe their success solely to market realities and sustainable competitive advantages. Actually, there is a lot more. Successful companies are those that consider their human capital as their most important asset. Facts and figures are the quantitative elements of
References: 4. Cardy, R. and Dobbins, G.H. “Human Resources Management in a Total Quality Environment: Shifting from a Traditional to a TQHRM Approach.” Journal of Quality Management 1, no. 1 (1996) 5 6. Juran, Joseph M. “Human Resources and Quality.” Exerpted from: Juran’s Quality Handbook, 5e. McGraw-Hill, 1999. 7. WHITTINGTON, R. and MOLLOY, E. (2005). HR’s role in organising: shaping change. Research report. London: CIPD.