Copyright © 2014 by the McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin

FUNDAMENTALS OF

HUMAN RESOURCE MANAGEMENT

5TH EDITION

BY R.A. NOE, J.

R. HOLLE

NBECK, B. G

ERHART,

AND P.M. W

RIGHT

CHAPTER 2 TRENDS IN HUMAN

RESOURCE MANAGEMENT

2-2

Change in the Labor Force

2-3

Generations

2-4

Figure 2.3: HRM Practices That Support Diversity Management

2-5

Table 2.2 HRM Applications for Social Networking

2-6

Total Quality Management (TQM)

2-7

Outsourcing

Outsourcing – the practice of having another company (a vendor, third-party provider, or consultant) provide services.

• Outsourcing gives the company access to in-depth expertise and is often more economical as well.

• HR helps with a transition to outsourcing.

2-8

Electronic Human Resource Management (e-HRM)

2-9

CHANGE IN EMPLOYMENT RELATIONSHIP

2-10

Summary

• An organization’s internal labor force comes from its external labor market

• U.S. labor market is aging and becoming more racially and ethnically diverse.

• Organizations must recruit from a diverse population, establish bias-free HR systems, and help employees understand and appreciate cultural differences.

• HRM can help organizations find and keep the best possible fit between their social system and technical system.

2-11

Summary (continued)

HR professionals should be familiar with the organization’s strategy and may even play a role in developing the strategy.Specific HR practices vary according to type of strategy.Organizations with international operations hire employees in foreign countries where they operate, so they need knowledge of differences in culture and business practices.