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ENV IRONMENT

ENV IRONMENT. The Environment. External to the Organization Internal (within). The External Environment. Factors Influencing HR Decisions Physical Technology Social Political Economic. Physical. Climate Terrain Local Community. Technological. Productivity Impact Quality Impact

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ENV IRONMENT

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  1. ENVIRONMENT

  2. The Environment • External to the Organization • Internal (within)

  3. The External Environment Factors Influencing HR Decisions • Physical • Technology • Social • Political • Economic

  4. Physical • Climate • Terrain • Local Community

  5. Technological • Productivity Impact • Quality Impact • Computers • Robots • Unemployment Outcomes

  6. Social • Responsibility to Society • Responsibility to Employees • Court/Judicial Impact

  7. Political • State-Local-Federal-International • Country Specific

  8. The Regulatory Model Global History: Problem Laws Agencies RulingsManagement Response

  9. Economic • Economic Growth Cycle • Inflation Impact • Unemployment • Compensation • Benefits/Social Conditions • Entrepreneurial Incentive

  10. The Internal Environment • Physical (Health Issues) • Technological (Productivity/Stress) • Social (Attitude and Culture) • Political (Participation) • Economic (Profits)

  11. Demographic Changes • Population Growth • Ethnic Background • Aging of Society • Gender Distribution • Rising Education Level

  12. Job Trends • Increasing Service Sector Jobs • High Technology Jobs (education) • Telecommuting (work at home) • Informal Atmospheres (Dress Down/Up) www.gilgordon.com www.dol.gov

  13. Cultural Changes • Employee Rights and Expectations • Privacy Concerns (Confidentiality) • Work Attitude Shifts (Freedom/Expectations) • Family Lifestyles (Balance: Leisure-Dual)

  14. Organizational Effectiveness • Quality Improvement • Competitive Advantages • Employee Buy-in • Management Styles • Networking (Corporate Politics)

  15. Quality of Work Life • Job Design • (Enjoyment, Productive, Competitive) • Participation Management • (Teamwork, Involvement) • Supportive Organizational Culture

  16. Participative Management • Essential to QWL • Joint Union-Management Committees • Quality Circles • Voice in Decisions (Educated/Demanding)

  17. Supportive Organizational Culture • Shared Philosophy • Common Values • (Ethnics, Commitment, Belonging, Risk) • Realistic Expectations • (Rewards and Benefits) • Supportive Attitudes • (Embrace Change, Fight Change) • Intrapreneuring • (Creating Need ventures, Processes)

  18. Elements of a Culture • Business Environment (Common Activities/Goals) • Values (Success from Hard Work) • Heroes (Identifiable Leaders) • Rites and Rituals (Systematic Routines) • Cultural Network (Informal Communication)

  19. Employee Rights Issues • Jobs Entitlement • Employment at Will • Whistle Blowing • Comparable Worth • Health/Benefits/ Time Off • Layoff Notifications

  20. Retraining Issues • Technology • Literacy • Obsolescence • Training Expense

  21. Knowledge Workers - Workers whose responsibilities extend beyond the physical execution of work to include decision making, problem solving, and trouble shooting.

  22. Demographic Issues • Shrinking Labor Pools in Certain Categories • Pension Funding/Retirement • Non-permanent/contract Employees • Plateauing • Elder and Child Care

  23. Competitiveness Issues • Productivity Improvement • Foreign Competition/Wage Differentials • Mergers/Acquisition • Downsizing/Reorganizing • Globalization • Technology Changes

  24. Globalization - Trend toward opening up foreign markets to international trade and investment.

  25. Total-Quality Management (TQM) - A set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement.

  26. Reengineering - Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed.

  27. Economic Issues

  28. Downsizing - The planned elimination of jobs.

  29. Outsourcing - Contracting outside the organization to have work done that formerly was done by internal employees.

  30. Employee Leasing - Employees who are hired away by a vendor firm but continue to work in their original jobs.

  31. EQUAL EMPLOYMENT OPPORTUNITYAFFIRMATIVE ACTION

  32. Equal Employment Opportunity - The treatment of individuals in all aspects of employment – hiring, promotion, training, etc. – in a fair and nonbiased manner.

  33. Protected Classes - Individuals of a minority race, women, older persons, and those with disabilities who are covered by federal laws on equal employment opportunity.

  34. Public Policy on Non-Discrimination Global vs. USA • Equal Employment Opportunity • Affirmative Action

  35. Affirmative Action - Policy that goes beyond equal employment opportunity by requiring organization to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific positions.

  36. Legal Development Global Human Rights Movements • Laws Changed Employment • Social Attitudes • Research and Publicity of Plights • Environment Concerns • Child Labor (Prisons, Slaves)

  37. Driving Forces • Changing National Values • Economic Disparity (Haves vs. Have Nots)

  38. Major Laws AffectingEqual Employment Opportunityin USA

  39. Major Laws AffectingEqual Employment Opportunityin USA

  40. Reasonable Accommodation - Attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious differences.

  41. Internal Discrimination Complaint Procedure Employee discrimination charge Reported to manager or supervisor Organizational EEO officer or designated HR staff person Investigation Decision on charge Charge upheld: ACCUSED • Oral or written reprimand • Suspension • Discharge HARMED EMPLOYEE • Restore all lost employment conditions No basis for charge: charge dismissed Appeal to organizational EEO grievance committee

  42. Hiring Retention Promotion Transfer Demotion Dismissal Referral Uniform Guidelines in Selection Impact www.eeoc.gov

  43. Bona Fide Occupational Qualification (BFOQ) - Suitable defense against discrimination charge only where age, religion, sex, or national origin is an actual qualification for performing the job.

  44. Guidelines • Bona fide Occupational Qualification • Validity (Job Related) • Disparate Impact (Equal Percentage) • Statistical Evidence

  45. New Issues • Sexual Harassment (Double Standards) • Age-Religion-Sex-National Origin • Accommodation of Disabled • Immigration Reform and Central Act of 1986 • Reverse Discrimination

  46. Enforcement in USA • EEOC • Charges (Guilty until proven innocent) • EEO-1 Report (Record keeping)

  47. Managing Diversity - Being aware of characteristics common to employees, while also managing employees as individuals.

  48. Components of an Effective Affirmative Action Plan • Widely publish organizational policy regarding affirmative action (internal and external). • Appoint a senior executive to direct and implement affirmative action program. • Determine organizational composition of minorities and women by department and job classification. • Develop goals and timetables to improve employment of minorities and women in areas of under-representation. • Continually audit all aspects of the affirmative action program.

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