Strategic Human Resource Management
Summary
TLDRThe video script discusses strategic employee management, emphasizing the importance of aligning HR practices with organizational demands such as company strategy, culture, and employee concerns. It highlights the significance of understanding the aging and diversifying labor force, and the need for fair treatment of employees through distributive, procedural, and interactional justice. The script also touches on environmental influences like labor market trends, technology, globalization, and ethics.
Takeaways
- 🔍 Managing employees strategically involves using different practices as tools to achieve organizational goals through human resource management.
- 🏢 Organizational demands, such as strategy, company characteristics, organizational culture, and employee concerns, influence how employees are managed.
- 📈 A company's strategy sets its overall objectives and parameters for employee contributions, affecting how competitive advantage is created.
- 🏭 Company characteristics, including size and stage of development, directly relate to how employees are managed and what is expected of them.
- 🌐 Organizational culture, defined as the underlying values and beliefs shared by employees, impacts how a company operates and manages its workforce.
- 👥 Employee concerns are critical to consider in HR management, as they influence how employees view their relationship with the organization and their expectations of fairness.
- 💼 Distributive justice, procedural justice, and interactional justice are three primary aspects of employee-company relationships that employees monitor, affecting their perceptions of fairness.
- 🌟 Distributive justice involves the fairness of what individuals receive from organizations in return for their effort, focusing on a balanced exchange.
- 📚 Procedural justice is about whether the processes used to affect employees are viewed as fair, with consistency being a key factor in employee acceptance.
- 💬 Interactional justice concerns how employees feel they are treated by managers in everyday interactions, emphasizing politeness and respect.
- 🌐 Environmental influences, such as labor market trends, technology, globalization, and ethics and social responsibility, also impact the strategic management of human resources.
Q & A
What is the primary purpose of managing employees strategically?
-The primary purpose of managing employees strategically is to accomplish organizational goals through the effective use of various HR practices, which are considered as tools to manage human resources.
What are the factors that constitute organizational demands affecting how employees are managed?
-Organizational demands affecting employee management include strategy, company characteristics, organizational culture, and employee concerns.
How does a company's strategy influence the management of employees?
-A company's strategy sets the overall objectives and parameters for employee contributions, determining how people add value within the company and what kind of contributions are needed to create a competitive advantage.
What is meant by company characteristics in the context of employee management?
-Company characteristics refer to the differences in size and stage of development of a company, which directly relate to how they manage employees.
Can you explain the concept of organizational culture and its role in employee management?
-Organizational culture is a set of underlying values and beliefs shared by employees within an organization, often summarized as 'how we do things around here.' It influences the practices and behaviors expected and reinforced in the workplace.
What are the three primary aspects of justice that employees tend to monitor in their relationship with the company?
-The three primary aspects of justice are distributive justice, procedural justice, and interactional justice, which relate to the fairness of what individuals receive, the fairness of processes used, and how employees are treated in everyday interactions.
How does distributive justice affect employees' perception of their work environment?
-Distributive justice affects employees' perception by ensuring a balanced exchange where employees receive compensation and benefits of equal value for their time and effort.
What factors influence perceptions of procedural justice among employees?
-Factors influencing perceptions of procedural justice include consistency, transparency, and fairness in the processes that affect employees, such as evaluations or decisions regarding pay raises.
How is interactional justice related to the everyday treatment of employees by managers?
-Interactional justice is related to how employees feel they are treated by their managers and supervisors in everyday interactions, focusing on politeness, respect, and the overall quality of treatment.
What are the possible actions employees may take in response to perceived violations of justice?
-Employees may voice actions to correct perceived unfair situations, choose silence or non-rest, neglect fair duties, exit the company, or engage in counterproductive behaviors such as vandalism, theft, or aggression.
How are environmental influences like labor market trends, technology, globalization, and ethics impacting the strategic management of human resources?
-Environmental influences impact strategic HR management by requiring organizations to adapt to an aging and more diverse workforce, technological advancements, global competition, and ethical considerations in their HR practices.
Outlines
🛠️ Strategic Management of Human Resources
This paragraph discusses the strategic management of employees, comparing it to selecting the right tool for a job. It emphasizes that HR practices are tools managers use to achieve organizational goals. The paragraph highlights three main organizational demands that influence HR management: strategy, company characteristics, and employee concerns. Strategy involves a company's plan for competitive advantage, while company characteristics include size and development stage. Organizational culture is described as the shared values and beliefs of employees. Employee concerns are issues that need to be addressed through proper HR management. The paragraph also delves into the concept of justice in the workplace, focusing on distributive, procedural, and interactional justice, and how employees may react to perceived injustices, such as voicing concerns, silence, neglect, exit, or destructive behavior. Additionally, it touches on environmental influences like labor market trends, technology, globalization, and ethics and social responsibility.
🌐 Changing Demographics in the Labor Force
This paragraph addresses the changing composition of the workforce, noting that it is becoming older and more diverse. By 2020, the youngest baby boomers were expected to be 56 years old, and companies were urged to plan for an aging workforce. The paragraph provides statistics showing the growth of the population aged 55 and older, compared to younger age groups. It also highlights the increasing diversity of the labor force, with projections for women, Hispanics, blacks, and Asians. The paragraph underscores the importance of understanding and embracing demographic diversity for strategic HR management. It mentions the significant increase in the foreign-born population in the United States, with a breakdown of the regions from which immigrants have come. This information is crucial for companies to effectively manage their human resources in a diverse and aging labor market.
Mindmap
Keywords
💡Strategic Management
💡Organizational Goals
💡Company Characteristics
💡Organizational Culture
💡Employee Concerns
💡Distributive Justice
💡Procedural Justice
💡Interactional Justice
💡Labor Market Trends
💡Demographic Diversity
💡Ethics and Social Responsibility
Highlights
Managing employees strategically involves selecting the right practices, or 'tools,' for HR activities to achieve organizational goals.
Organizational demands such as strategy, company characteristics, and organizational culture influence how employees are managed.
A company's strategy sets objectives and parameters for employee contributions to create a competitive advantage.
Company characteristics, including size and development stage, directly relate to employee management practices.
Organizational culture, defined as the shared values and beliefs of employees, shapes the 'personality' of a company.
Employee concerns highlight the need for proper HR management to address issues important to staff.
Fairness in HR practices is subjective and can vary between employees' perspectives.
Distributive justice involves the balance of exchange between employee effort and compensation received.
Procedural justice is about the fairness of processes affecting employees, such as consistent application of evaluation methods.
Interactional justice reflects employees' feelings about how they are treated in everyday interactions with management.
Employees may respond to perceived injustices through voice, silence, neglect, exit, or counterproductive behavior.
Environmental influences, such as labor market trends, technology, globalization, and ethics, impact HR management.
The US labor force is aging and becoming more diverse, with significant implications for strategic HR management.
By 2022, women are expected to constitute 47% of the labor force, indicating a need for gender diversity in HR strategies.
Hispanics are projected to make up 24% of the US labor force by 2050, highlighting the growing importance of cultural diversity.
The foreign-born population, particularly from Latin America and Asia, is increasing, affecting the demographic makeup of the workforce.
Strategic management of Human Resources must embrace the demographic diversity of the labor force for effective HR practices.
Transcripts
managing employees strategically is a
lot like looking for the right tool for
the job the different practices used to
carry out the primary HR activities are
managers tools these practices may
actually be knowledge skills or
abilities but are nonetheless tools that
we use to accomplish organizational
goals through the management of Human
Resources organizational demands are
factors with an affirm that affect
decisions regarding how to manage
employees we spoke as' specifically on
the demands highlighted here strategy
company characteristics organizational
culture and employee concerns a strategy
is a company's plan for achieving
competitive advantage company
characteristics refer to the differences
in size and stage of development
organizational culture is a set of
underlying values and beliefs that
employees at an organization share
finally employee concerns are those
issues that need to be championed
through the proper management of Human
Resources here well strategy sets the
overall objectives for the company it
also sets parameters for needed employee
contributions or how people add value
within the company different strategies
require different employee contributions
to create competitive advantage to
companies are the same companies differ
in size and stage of development in
these differences relate directly to how
they manage employees company
characteristics represent the second
organizational demand in our framework
you ever noticed how different companies
seem to have unique personalities an
organizational culture can simply be
defined is how we do things around here
it's a set of very basic assumptions
values and beliefs of a company's
members up to this point we've focused
on aspects of company's strategies
characteristics and culture there's one
additional component of organizational
demands that's critical to consider the
employees themselves to understand how
employees view and react to different HR
prac
this is we need to think about how they
view their relationship with the
organization in many ways this is all
about in exchange we pay give benefits
and train and provide incentives for
employees to perform their jobs in
exchange for a commitment and work for
the organization issues of justice focus
primarily on expectations of employees
about how they should be treated while
at work understandably employees expect
to be treated fairly the challenge is
that unlike with legal issues that also
govern how employers manage their
employees there's no clear-cut standards
regarding fairness fairness is in the
eye of the beholder what's fair to one
might be unfair to another managers
employees may disagree regarding the
extent of fairness in an organization
but even while individuals differ on how
they view fairness there are three
primary aspects of the relationship with
their companies that employees tend to
monitor distributive procedural in
interactional justice distributive
justice is the fairness of what
individuals receive from organizations
in return for their effort ideally this
is a balanced exchange with employees
receiving compensation and other
benefits of equal value for the time and
effort they put into their jobs
procedural justice focuses on whether
the processes that are used that affect
employees are viewed as fair a number of
factors influence perceptions on
fairness for example employees are more
likely to accept evaluations or
decisions regarding pay raises when they
believe that the methods used to make
those decisions are consistently applied
to all employees interactional justice
represents how employees feel they are
treated by their managers and
supervisors in everyday interactions do
managers treat me politely and
respectfully the underlying principle of
interactional justice is how managers
treat their employees is something
that's important to employees as actual
decisions in their treatment employees
may engage in several actions in
response to perceived violation of these
issues of justice first voice actions an
employee might take to correct a
situation that he or she might view is
unfair silence a form of non rest
spots an unwillingness to live with the
circumstances neglect fair failure to
completely fulfill duties exit departure
from the company or destruction
counterproductive behavior that damaged
the organization like vandalism theft or
aggression whereas organizational
demands are factors that exist within
the boundaries of a company
environmental influences are pressures
that exist outside the company and while
there are certainly many of these our
framework focuses on for labor market
trends technology globalization and
ethics and social responsibility
according to the US Bureau of Labor
Statistics our labor force is changing
and we're gonna have to deal with that
specifically the composition of the
workforce is becoming both older and
more diverse in the year 2020 the
youngest baby boomers will be 56 years
old companies are now realizing they
need to start planning for the graying
workforce the largest sector of our
population the percentage of individuals
55 and older in this group continued to
grow compared to the rest of the
workforce in contrast the growth rate of
individuals in younger age groups are
markedly smaller and are expected to
decrease by 7% by 2016 the aging labor
force of the United States is an issue
that we need to deal with to
strategically manage our human resources
we need to understand and embrace the
demographic diversity of that labor
force for example women are expected to
make up 47 percent of the labor force by
2022 it's forecasted that by 2020 there
will further be 46 million Hispanics in
the u.s. population the Bureau of Labor
Statistics projects that by 2050
Hispanics will make up 24% of the US
labor force blacks 14 percent in Asians
11 percent between 1990 and 2000 the
foreign-born population of the United
States increased by 57 percent with 52
percent being from Latin America 26
percent from Asia and 16 percent from
Europe these are just a couple of
statistics to represent the
in growing diversity of our labor force
important to the strategic management of
Human Resources
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