Chapter 2 A Diagnostic Approach to Human Resource Management.
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Transcript of Chapter 2 A Diagnostic Approach to Human Resource Management.
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Chapter 2
A Diagnostic Approach to
Human Resource Management
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Trivia Challenge
What percent of Microsoft employees are Indian?
What happened to the ship “Mayflower?”
What is a mother kangaroo called? What percent of the American people
have never been to a dentist? Name the Three Stooges. Wild Card Question
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What 2007 Wanted in First Job Money $$$$$$$$ Lifestyle Caring environment, boss, culture, etc Interesting Job. To be appreciated. Chance for personal
growth/advancement. Match of skills & interests. Affecting God’s Kingdom/Impact/making
a difference. Location, Travel.
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What 2007 Want in their First Job
Caring environment, boss, culture, values
Good pay & benefits Experience, learning &
Networking Interesting Job. Respect. Passion Purpose, flexibility, & Challenge. Location Personal growth/advancement. Security, stability & benefits
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Comments 2007
Push myself to solve problems not taught in class
It must be relevant to my life goals I also want a life outside of work Am I doing good through my job? B*ll*r Car and Deluxe swimming pool Dress and attire Embracing the mission Money for grad school
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What You Said Was Important Happiness, not just a job Financial security Advancement opportunities Satisfying job challenges Decent work hours Compatible co-workers Benefits Respected for my knowledge Close commute
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The FutureWhat jobs will be the hot jobs?
What skills will be required for the hot jobs
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Occupations with most openingsCashiersRetail SalesGeneral managersWait StaffGeneral office staffTeachers secondary schoolsRN’sSystems AnalystsElectronic Engineers
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Occupations with largest employment
Retail salesGM’s. Supervisory, & Top Execs.Office clerksCashiersWait StaffFood Prep.Support workersTeachersAccountants
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Fastest growing occupationsElectronic pagination systemsComputer engineersSystems analystsHome health aidsPhysical TherapyOccupational Therapy
Personal/Home care aidesTeachers Human Service workersGuards
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Highest Paying occupations, Ca.? Physicians & Surgeons
Dentists Aircraft pilots & flight engineers Lawyers Nuclear engineers Actuaries GM’s & executives Computer engineers Pharmacists Nuclear engineers Chemical engineers
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The Cold jobs
Ranchers/Farmers
Phone Operators Bank Tellers Typists Butchers Parts clerks
Movie projectionists
Proofreaders Loggers Insurance
Underwriters Travel Agents
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Best Jobs in The Future
Per Money Magazine 2007
http://money.cnn.com/magazines/moneymag/bestjobs/top50/index.html
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•To find the best jobs in America, MONEY Magazine and Salary.com, began by assembling a list of positions that will grow at an above-average rate over 10 years and that require at least a bachelor's degree.
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•They eliminated jobs with average pay below $50,000;
total employment of less than 15,000; •dangerous work environments; •or fewer than 800 annual job openings, including both new and replacement positions.
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Next They rated positions by stress levels, flexibility in hours and working environment, creativity, and how easy it is to enter and advance in the field.
We then ranked the jobs, giving double weight to compensation and percentage growth.
Any job that fell in the bottom third of two job-satisfaction categories, or in the pay or growth category, was removed from consideration for the top 10.
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RankJob growth
(10-yr forecast)Average pay
(salary and bonus)
1 Software engineer 46.07% $80,427
2 College professor 31.39% $81,491
3 Financial advisor 25.92% $122,462
4 Human resources manager 23.47% $73,731
5 Physician assistant 49.65% $75,117
6 Market research analyst 20.19% $82,317
7 Computer/IT analyst 36.10% $83,427
8 Real estate appraiser 22.78% $66,216
9 Pharmacist 24.57% $91,998
10 Psychologist 19.14% $66,359
11 Advertising manager 20.34% $107,049
12 Physical therapist 36.74% $54,883
13 Technical writer 23.22% $57,841
14 Chiropractor 22.40% $84,996
15 Medical scientist 34.06% $70,053
16 Physical scientist 12.18% $80,213
17 Engineer 13.38% $76,100
18 Curriculum developer 27.53% $55,793
19 Editor 14.77% $78,242
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"Good" Jobs
IndustryAverage Hourly
Wage ($USD)
Pipelines (except natural gas) 24.43
Theaters and Motion Pictures 24.58
Air Transportation 24.72
Railroads 24.79
Legal Services 24.85
Guided Missiles, Space Vehicles and Parts 25.86
Petroleum Refining 25.91
Metal Mining 26.14
Business Management and Consulting Services 27.00
Security, Commodity Brokerage and Investment Companies 30.93
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"Bad" JobsIndustry
Average Hourly Wage ($USD)
Sewing, Needlework and Piece Goods Stores 12.14
Lodging Places (except hotels and motels) 12.10
Knitting Mills 12.07
Gasoline Service Stations 12.00
Barber Shops 11.90
Bowling Alleys, Billiard and Pool Parlors 11.86
Apparel and Accessories (except knit) 11.72
Beauty Shops 11.38
Retail Florists 11.30
Eating and Drinking Places 9.36
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Skills Needed ( Recruiters 2007)Flexibility & Risk TakersCommunication SkillsBig ThinkersFinancial AcumenPeople Skills
–Leadership–Networking
Cutting Edge Experiences
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A Diagnostic HRM Framework
Can help operating managers focus on a set of relevant factors
Offers a map that aids a person in seeing the whole picture or parts of the picture
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Diagnostic Approach to HRM
Diagnostic Approach to HRM
Diagnosis Prescription
Implementation Evaluation
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External Environmental Influences
Government– requirements– regulations– laws
The Union Economic
Conditions– domestic– International
Competitiveness
Work Sector of the Organization– private sector– public sector– third sector
(NP’s) Composition
and Diversity of the Labor Force
Geographic Location of the Organization
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Internal Environmental Influences
Strategy Goals Organization
culture Nature of the task
(job) Work group Leader’s style and
experience
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U.S. Births: 1935 - 1991
0
500,0001,000,000
1,500,000
2,000,000
2,500,0003,000,000
3,500,000
4,000,000
4,500,0005,000,000
1935 1940 1945 1950 1955 1960 1965 1970 1975 1980 1985 1990YEAR
BIRTHS
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The Generations
GENERATION BIRTH YEARS CUSPERS
Veterans 1922-1939
1940-1945Veterans/
Boomers
Boomers 1946-1960
1960-1964 Boomers/Xers
Xers 1964-1980
1978-1982 Xers/Millenials
Millenials 1982-2000
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How they see the world !
Veterans Boomers Xer’s Millennial’s
Outlook practical optimistic skeptical hopeful
Work Ethic dedicated driven balanced determin
ed
View of Authority respectful love/hate unimpress
ed polite
Leadership by hierarchy consensus competen
cepulling
together
Relationships
personal sacrifice
personal gratificatio
n
reluctant to commit inclusive
Turnoffs vulgaritypolitical
incorrectness
cliché, hype
promiscuity
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Linear Lifeplan
Age
Education Work Leisure
0 10 20 30 40 50 60 70Age
80
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Linear Lifeplan
Age
Education Work Leisure
0 10 20 30 40 50 60 70Age
80
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Linear Lifeplan
Education Work Leisure
0 85Accumulation Years Distribution Begins
“Longevity Bonus”
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Linear Lifeplan
Education Work Leisure
0 85Accumulation Years Distribution Begins
“Longevity Bonus”
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Cyclic Lifeplan
Education Work Leisure
0 85Accumulation Years Distribution Begins
Achieve Financial Freedom
“Longevity Bonus”
“Longevity Bonus”
“Longevity Bonus”
“Longevity Bonus”
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Cyclic Lifeplan
Education Work Leisure
0 10 20 30 40 50 60 70Age
80
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Diversity of the Labor ForceDiversity of the Labor Force
The number of married women in the labor force has increased 257% since 1947.
• About 29% of the labor • force currently is 55 years • or older.
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A More Diverse Workforce
A More Diverse Workforce
Half of the workforce will be women.
One out of 3 in the workforce will be older than 55.
White males will represent less than 40% of the workforce.
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Civilian Labor Force by Sex, Age, Race, and Hispanic Origin, 2000
and Projected to 2010(in thousands) Level Level Change Percent
ChangeGROUP 2000 2010 2000-2010 2000-2010
Total (16 years & older)
140,863 157,721 16,858 12.0
Men 75,247 82,221 6,974 9.3
Women 65,616 75,500 9,884 15.2
White 117,574 128,043 10,470 8.9
Black 16,603 20,041 3,438 20.7
Asian 6,687 9,636 2949 44.1
Hispanic 15,368 20,947 5,579 36.3
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Factors that Affect the Geographic Location of the
Organization
Factors that Affect the Geographic Location of the
Organization
Educational
Behavioral
Legal-Political
Economic
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Organization CultureOrganization Culture
A system of shared meaning held by members that distinguishes the organization from other organizations.
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Effective Work GroupsEffective Work Groups
Members function and act like teams
Members participate fully in group
Group goals are clearly developed
Resources are adequate for goals
Members furnish useful suggestions
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Organizational Restructuring
Organizational Restructuring
RESTRUCTURING
Changing of the reporting
& authority relationships within a firm
DOWNSIZINGDesignate a reduction
in a company’s workforce
General Motors Retrenchments: Cut 125,000
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HRM Activities That Can Enhance and Sustain Competitive
Advantage (1 of 2)1. Employment security
2. Selectivity in recruiting
3. Effective wages
4. Incentive pay5. Employee
ownership6. Information
sharing
7. Participation and empowerment
Teams and job redesign
Training as skill development
Cross-utilization and cross training
Symbolic egalitarianism
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HRM Activities That Can Enhance and Sustain Competitive
Advantage (2 of 2)12.Wage
compression13.Promotion from
within14.Long-term
perspective15.Measurement of
practices16.Overarching
philosophy
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…the end !
Thanx for y
our atte
ntion!