Description
The PPT explains about HR trends.Covers the concept of moonlighting and various other concept in human resource management.
Recent/Innovative Trends in HRM
Agenda
MOONLIGHTING (Outsourcing, rising unemployment)
No Email Days, Virtual Water Coolers (Managing virtual workforce and global teams)
Arbejdsglæde (Happiness at Work) Ageing Issue (HR Strategies developed ) Strategic HRM- BEIJING OLYMPICS !! (An innovative look, positive trend in china) THE HOTHOUSE EFFECT (Managing Creativity )
Moonlighting
• Dual or multiple job holding • Scenario:
– US , % of the workforce
• 6% in 2002 ,9 % in 2007 • Mortgage payments reason peculiar to US
– European commission
• most moonlighting is undeclared work • working on framework to deal with problem
• Outsourcing
– exacerbates already high unemployment levels – Govt.’s in Europe (esp.) “time sharing policies”
COUNTRY US Canada Australia Germany France Sweden
STATUTORY WORK HOURS 40 40-48 40 48 39 40
? Time-sharing policies are aimed at stimulating employment through a reorganization of working time. ? Time-sharing policy gives the employer the incentive to opt for more workers with fewer hours per capita. ? Reducing legal working week may lead to a situation of underemployment
• Implications for HR professionals – How to handle moonlighting ? • For this we need to understand pros and cons for Organization
PROS It may reduce turnover in areas where responsibilities are tedious /monotonous Balance your organization, providing more flair in lackluster areas If we can’t afford to pay our staff more, allowing them to moonlight may help retain them CONS Risk of losing proprietary & confidential info to competitors Working two positions may lead to exhaustion and burnout. Workers may commit minor infractions or serious offenses, such as starting their second occupations on company time before completing their first ones
A Policy : Instead of banning moonlighting, create a fair and comprehensive written policy to address confidentiality concerns and the use of company resources. This way, you can reap all the benefits of moonlighting with none of its disadvantages.
“No Email Days”
Growing incidence of virtual teams – Challenges for an HR professional ? Team feeling and Team spirit ? Non personal approach to working ? Dealing with introverts ? Finding substitutes to tools like “Mgmt. by walking & talking”
US Cellular
• Symptoms of cyber indigestion • Hurting Productivity • “NO e-mail Fridays” • Reaction to change • Amazing Discoveries !! • Next corporate vice !
FOOD FOR THOUGHT
PBD Worldwide Fulfillment Services: PBD on NBC
Virtual Water Coolers
• • • • • • Building Trust & Cohesion Social side “Dilbert Effect” Enter Instant Messaging Company sanctioned IM s/w Dilemma
HR strategies for Managing a Virtual Workforce 1. Face to Face meetings 2. Performance Feedback 3.Clear agenda for virtual meetings 4.Focus on similarities to build cohesion 5.Encourage social interaction
Arbejdsglæde
• Chief Happiness Officer • Six actions that make us happy at work
– Being positive – Learning – Being open – Participation – Finding meaning – Love
Southwest Airlines
• Swap Jobs
– Employees regularly swap Jobs
• Baggage handlers may get to follow a pilot for a day • Pilots as Counter staff, Executives as Ground staff etc
– Fosters mutual respect, engages people – Learning culture imbibed, Reduces Conflicts etc
• The Love Airline
– “Hire for attitude, train for skill”
• Which comes first for SW airlines? Employees, Customers or Shareholders?
HRM and Ageing Issue
Generation Birth Years
Veterans
-1945
Baby Boomers
Gen X Gen Y Gen Z
1946-1964
1965-1980 1981-2000 2001
Major Issues: ? Insufficient supply of skilled workers to replace the retiring baby-boomers ? A depletion of leadership and management positions over the coming 15 years ? Mounting pension cost leading to unsustainable dependency ratios ? Increasing healthcare and support cost ? Issues different in different countries
Strategic HRM- Beijing Olympics
? Research : HRM alignment with stated goals and strategies ….. areas of concern • Contracts between laborers & employers • Olympic Pay Rates • Punishing contractors ? Goals ?People’s Olympics ?Image enhancement ? Facts: ?Migrant workers at venues in Beijing :30000 ?Pay rate : 50-80 Yuan per day ? Safeguards ?Welfare ? Objective a success. Positive trend bodes well for the future ? New Goal to be set : Realigning HRM with organizational goal of Sustainability
The Hothouse Effect
• HRM’s role in “Managing Creativity” • 5 criteria that define a hothouse
1) Sustain high level of innovative creativity for a significant period of time 2) Draw on the knowledge and innovations of the broader cultural zone to which they belong 3) Spawn geniuses whose achievements climax the work of other practitioners at all levels 4) Establish a new way of doing things 5) Achieve recognition and establish a lasting legacy
CHAI-T
• • • •
Dimensions: 1) Values/Mission 2)Ideas/exchange 3) Perception/learning 4) Social/Play
O Zone Dead Zone
Hot Zone I Zone
Insights
• • • • • Patronage Return On Investment Schools Internet Culture Virtual Organizations
References
• • • • • http://www.pbd.com/Default.aspx The Hothouse Effect by Barton Kunstler “Happy Hour is 9 to5” by Alexander Kjerulf http://www.news.com/2100-1023-976068.html http://findarticles.com/p/articles/mi_m3495/is_12_44/ai_5942728 0 • Wikipedia http://www.masteryworks.com/newsite/news/news_article.htm • Labour management consensus in Quebec report: www.hrsdc.gc.ca/en/cs/sp/hrsdc/edd/reports/1997000364/qlme.pdf • http://www.chinadaily.com.cn/olympics/200801/18/content_6404691.htm • http://www.worldpress.org/Asia/2254.cfm
doc_703494142.ppt
The PPT explains about HR trends.Covers the concept of moonlighting and various other concept in human resource management.
Recent/Innovative Trends in HRM
Agenda
MOONLIGHTING (Outsourcing, rising unemployment)
No Email Days, Virtual Water Coolers (Managing virtual workforce and global teams)
Arbejdsglæde (Happiness at Work) Ageing Issue (HR Strategies developed ) Strategic HRM- BEIJING OLYMPICS !! (An innovative look, positive trend in china) THE HOTHOUSE EFFECT (Managing Creativity )
Moonlighting
• Dual or multiple job holding • Scenario:
– US , % of the workforce
• 6% in 2002 ,9 % in 2007 • Mortgage payments reason peculiar to US
– European commission
• most moonlighting is undeclared work • working on framework to deal with problem
• Outsourcing
– exacerbates already high unemployment levels – Govt.’s in Europe (esp.) “time sharing policies”
COUNTRY US Canada Australia Germany France Sweden
STATUTORY WORK HOURS 40 40-48 40 48 39 40
? Time-sharing policies are aimed at stimulating employment through a reorganization of working time. ? Time-sharing policy gives the employer the incentive to opt for more workers with fewer hours per capita. ? Reducing legal working week may lead to a situation of underemployment
• Implications for HR professionals – How to handle moonlighting ? • For this we need to understand pros and cons for Organization
PROS It may reduce turnover in areas where responsibilities are tedious /monotonous Balance your organization, providing more flair in lackluster areas If we can’t afford to pay our staff more, allowing them to moonlight may help retain them CONS Risk of losing proprietary & confidential info to competitors Working two positions may lead to exhaustion and burnout. Workers may commit minor infractions or serious offenses, such as starting their second occupations on company time before completing their first ones
A Policy : Instead of banning moonlighting, create a fair and comprehensive written policy to address confidentiality concerns and the use of company resources. This way, you can reap all the benefits of moonlighting with none of its disadvantages.
“No Email Days”
Growing incidence of virtual teams – Challenges for an HR professional ? Team feeling and Team spirit ? Non personal approach to working ? Dealing with introverts ? Finding substitutes to tools like “Mgmt. by walking & talking”
US Cellular
• Symptoms of cyber indigestion • Hurting Productivity • “NO e-mail Fridays” • Reaction to change • Amazing Discoveries !! • Next corporate vice !
FOOD FOR THOUGHT
PBD Worldwide Fulfillment Services: PBD on NBC
Virtual Water Coolers
• • • • • • Building Trust & Cohesion Social side “Dilbert Effect” Enter Instant Messaging Company sanctioned IM s/w Dilemma
HR strategies for Managing a Virtual Workforce 1. Face to Face meetings 2. Performance Feedback 3.Clear agenda for virtual meetings 4.Focus on similarities to build cohesion 5.Encourage social interaction
Arbejdsglæde
• Chief Happiness Officer • Six actions that make us happy at work
– Being positive – Learning – Being open – Participation – Finding meaning – Love
Southwest Airlines
• Swap Jobs
– Employees regularly swap Jobs
• Baggage handlers may get to follow a pilot for a day • Pilots as Counter staff, Executives as Ground staff etc
– Fosters mutual respect, engages people – Learning culture imbibed, Reduces Conflicts etc
• The Love Airline
– “Hire for attitude, train for skill”
• Which comes first for SW airlines? Employees, Customers or Shareholders?
HRM and Ageing Issue
Generation Birth Years
Veterans
-1945
Baby Boomers
Gen X Gen Y Gen Z
1946-1964
1965-1980 1981-2000 2001
Major Issues: ? Insufficient supply of skilled workers to replace the retiring baby-boomers ? A depletion of leadership and management positions over the coming 15 years ? Mounting pension cost leading to unsustainable dependency ratios ? Increasing healthcare and support cost ? Issues different in different countries
Strategic HRM- Beijing Olympics
? Research : HRM alignment with stated goals and strategies ….. areas of concern • Contracts between laborers & employers • Olympic Pay Rates • Punishing contractors ? Goals ?People’s Olympics ?Image enhancement ? Facts: ?Migrant workers at venues in Beijing :30000 ?Pay rate : 50-80 Yuan per day ? Safeguards ?Welfare ? Objective a success. Positive trend bodes well for the future ? New Goal to be set : Realigning HRM with organizational goal of Sustainability
The Hothouse Effect
• HRM’s role in “Managing Creativity” • 5 criteria that define a hothouse
1) Sustain high level of innovative creativity for a significant period of time 2) Draw on the knowledge and innovations of the broader cultural zone to which they belong 3) Spawn geniuses whose achievements climax the work of other practitioners at all levels 4) Establish a new way of doing things 5) Achieve recognition and establish a lasting legacy
CHAI-T
• • • •
Dimensions: 1) Values/Mission 2)Ideas/exchange 3) Perception/learning 4) Social/Play
O Zone Dead Zone
Hot Zone I Zone
Insights
• • • • • Patronage Return On Investment Schools Internet Culture Virtual Organizations
References
• • • • • http://www.pbd.com/Default.aspx The Hothouse Effect by Barton Kunstler “Happy Hour is 9 to5” by Alexander Kjerulf http://www.news.com/2100-1023-976068.html http://findarticles.com/p/articles/mi_m3495/is_12_44/ai_5942728 0 • Wikipedia http://www.masteryworks.com/newsite/news/news_article.htm • Labour management consensus in Quebec report: www.hrsdc.gc.ca/en/cs/sp/hrsdc/edd/reports/1997000364/qlme.pdf • http://www.chinadaily.com.cn/olympics/200801/18/content_6404691.htm • http://www.worldpress.org/Asia/2254.cfm
doc_703494142.ppt