Trends in Human Resource Management

Define Labor Force, Internal Labor Force and External Labor Market, also Diverse Work Force.

The total number of people who are able to work and are willing to work is called Labor Force. Internal Labor Force refers to workers in an organization. External Labor Market comprises of individuals who are actively seeking employment. Diverse Work Force implies workers with different backgrounds.

What in your opinion are HRM Practices that Support Diversity Management? List points and show with the help of a figure.

HRM Practices that support Diversity Management can be listed as under: 1. Communication 2. Development 3. Performance Appraisal 4. Employee Relations

See figure below shows it more clearly:

HRM Practices that Support a Diverse Workforce

Figure 2.3
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Define :High-Performance Work Systems, Knowledge workers, Employee Empowerment, and Team Work;
Organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and process) are called High Performance Work Systems. Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession are Knowledge Workers. Employee Empowerment means giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.\ The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service is Team Work.

Show with help of a diagram Business Strategy; Issues Affecting HRM.

Business Strategy: Issues Affecting HRM

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What is Total Quality Management (TQM)?

TQM is a companywide effort to continuously improve the ways people, machines, and systems accomplish work. TQM has several core values:
1. 2. 3. Methods and processes are designed to meet the needs of internal and external customers. Every employee in the organization receives training in quality. Quality is designed into a product or service so that errors are prevented from occurring, rather than being detected and corrected in an error-prone product or service. The organization promotes cooperation with vendors, suppliers, and customers to improve quality and hold down costs. Managers measure progress with feedback based on data.

4.

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Define the following terms:

a). Mergers and Acquisitions: When two (or more) companies get together and become one group we call it Merger while one company purchases an other one we call it Acquisition. b). Downsizing: In order to cut expenses the extra employees are cut off ( fired) from a company this Downsizing sometimes termed as Rightsizing also. c). Re-engineering: A complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality is known as Reengineering.

 d). Out-sourcing: The practice of having another company (vendor, third-party provider, or consultant) provides services is Outsourcing. e). Off-shoring: This implies to conditions where a company moves its operations away from its country to a country where pay rates are lower but necessary skills are available. f). Expatriates: Employees who take assignments in other countries are called Expatriates.

Define Human Resource Information System (HRIS). HRIS is a computer system used to acquire, store, manipulate, analyse, retrieve, and distribute information related to an organization's human resources. What is Electronic Business (e-business)? Any process that a business conducts electronically, especially business involving internet is e-business. E-business includes several forms of buying and selling goods and services, e.g. 1. Business - to consumer transactions 2. Business- to business transactions 3. Consumer to consumer transactions

Define Electronic Human Resource Management (e-HRM).

E-HRM means the processing and transmission of digitized HR information, especially using computer networking and the Internet. There are two important aspects of E-HRM; 1. Sharing of Human Resource Information 2. Linking Employees and Teams Electronically.

How do you define Psychological Contract?

Psychological Contract is a description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions.

Briefly discuss the importance of Flexibility.

The organizations want to be able to change as fast s customer needs and economic conditions change; as a result flexibility on HRM has started taking place this includes a) Flexible Staffing Levels and b) Flexible Work Schedules. Flexible Staffing Levels are of four types I. Independent Contractors II. On-call Workers III. Temporary Workers IV. Contract Company Workers