Professional Documents
Culture Documents
Chapter 2 Trends
Chapter 2 Trends
Chapter 2 Trends
H T
IN EN
S
D EM
E N G
R A
T AN
2 M
E R
P T
A
C H
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Need To Know
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The Labor Force
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Change in the Labor Force
Aging Workforce
Diverse Workforce
Skill Deficiencies
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Generations
Today’s
Workforce
Silent Generation X or
Generation Millennials
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FIGURE 2.1
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Philippine Labor Force Statistics
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HR Implications of an Aging Workforce
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As more of the
workforce reaches
retirement age, some
companies have set up
mentoring programs
between older and
younger workers so that
knowledge is not lost but
passed on.
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Figure 2.2
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HR Implications Toward Undocumented
or Illegal Immigrants
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Figure 2.3
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Skill Deficiencies of the Workforce
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High-Performance Work Systems
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HRM Applications for Social Networking
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Table 2.1
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FASTEST GROWING OCCUPATIONS
(Philippines) 2026
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Distribution of Employed Persons by
Major Occupation Group
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Knowledge Workers
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Test Your Knowledge
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Employee Empowerment
Employee Employee Engagement
Empowerment
Giving employees Full involvement in one’s
responsibility and work and commitment to
authority to make one’s job and company.
decisions regarding all This is associated with:
aspects of product higher productivity
better customer service
development or
lower employee turnover
customer service.
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Teamwork
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Test Your Knowledge
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Figure 2.4
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Total Quality Management (TQM)
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TQM Core Values
outsourcing reengineering
health
insurance
downsizing
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Figure 2.5
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Reengineering
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Outsourcing
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Mergers and Acquisitions
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Expanding into Global Markets
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Figure 2.6
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Table 2.2
Technologies Influencing HRM
Cloud
computing, such
Shared Service
Internet Portal as application
Centers
service
providers
Business
Data mining
Intelligence
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Electronic Human Resource Management
(e-HRM)
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Change In Employment Relationship
A New Psychological
Flexibility
Contract
Flexible Work
Flexible Staffing Levels
Schedules
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PSYCHOLOGICAL CONTRACT
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Flexibility: A Family-Friendly Work
Arrangement
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Need for Flexibility Affects HRM
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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 and technical
systems.
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Summary (continued)
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