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1、第二章人力资源管理的趋势Chapter TwoTrends In HumanResource Management我们需要知道些什么?w 描述劳动力构成的趋势，以及这种趋势是如何影响人力资源 管理的 w 总结可供人力资源管理为创建一个高绩效工作系统提供支持 的领域 w 定义员工授权，解释员工授权在现代组织中的作用 w 鉴别人力资源专业人员支持组织的质量、成长、效率和国际 经营战略的方法.w 总结人力资源管理在网络经济时代所扮演的角色 w 讨论技术发展是如何影响人力资源管理的 w 解释雇佣关系的性质是如何变化的 w 讨论对灵活性的需求是如何影响人力资源管理的What do I Need to K
2、now?wDescribe trends in the labor force composition and how they affect human resource management. wSummarize areas in which human resource management can support the goal of creating a high-performance work system. wDefine employee empowerment and explain its role in the modern organization. wIdent
3、ify ways HR professionals can support organizational strategies for quality, growth, efficiency, and international operations. wSummarize the role of human resource management in an Internet economy. wDiscuss how technological developments are affecting human resource management. wExplain how the na
4、ture of the employment relationship is changing. wDiscuss how the need for flexibility affects human resource management.简 介w21世纪初期美国工人的安逸和满足已经 动摇了，他们不得不重新审视自己的工 作方法了 w在下面的演示文稿中将展示当今改变人 力资源管理性质的一些新趋势IntroductionwThe early years of the 21st century have shaken the complacency of U.S. workers and forc
5、ed them to take a fresh look at the way they are working. wAn examination of some of the new trends that are currently shaping the nature of HRM today are presented in the following slides.劳动力的改变w劳动力 泛指所有具备工作意愿和工作能力 的人 w内部劳动力指组织的员工，即那些与组织 签订了工作合同的雇员和其他人 w外部劳动力指积极寻找工作的人 w组织内部劳动力来源于外部劳动力市场Change in th
6、e Labor ForcewThe labor force is a general way to refer to all people willing and able to work. wThe internal labor force consists of the organizations workers- its employees and the people who have contracts to work at the organization. wThe external labor market is comprised of individuals who are
7、 actively seeking employment. wAn organizations internal labor force is derived from its external labor market.劳动力老龄化w美国劳动统计局跟踪美国劳动力的变化，并预测就业需求 w1996-2006年的预测, 指出美国劳动力将从1.34亿增加到1.49亿 w预测将发生变化的包括劳动力年龄的分布n25年来，年龄在1624之间的年轻劳动力数量的增长速度将首次快 于劳动力整体数量的增长速度n数量增长最快的将是4564岁之间的劳动力n到2015年，40岁及以上的劳动力数量将首次超过40岁以下的
8、劳动力 数量 w组织将努力控制成本，并寻找新的方法来吸引、留住和培养年轻 的劳动力 w代与代之间人们的价值观将有所不同，不同年龄阶段人们的价值 观也会发生改变An Aging WorkforcewThe Bureau of Labor Statistics tracks changes in the composition of the U.S. labor force and forecasts employment needs. wProjections for 1996-2006, indicate the U.S. labor force will grow from 134 to 1
9、49 million workers. wSome of the expected change involves the distribution of workers by age.nYouth labor force, workers between the ages of 16-24, is expected to grow faster than the overall labor force for the first time in 25 years.nThe fastest growing segment will be workers aged 45-64.nBy 2015,
10、 workers aged 40 and above will exceed the number under 40 for the first time ever. wOrganizations will struggle with ways to control costs and will have to find new ways to attract, retain, and prepare the youth labor force. wValues tend to change from one generation to another as well as during di
11、fferent life stages.1990 和 2010年 美国劳动力的分布状况Age Distribution of U.S. Labor Force, 1990 and 2010劳动力多元化w劳动力多元化日益严峻的挑战迫使雇 主们创新性地进行人力资源管理实践 ，以确保所有员工的天赋、技能和价 值都能得到充分的利用 w劳动力市场女性和少数民族人数的增 长将超过白种非西班牙裔劳动力人数 的增长 w管理文化多元化包括很多不同的活动 w多元化是如何影响人力资源管理的:n员工安置的观点n工作设计的观点n培训的观点n薪酬的观点A Diverse WorkforcewThe greater div
12、ersity of the labor force challenges employers to create HRM practices that ensure they fully utilize the talents, skills, and values of all employees. wLabor market growth of female and minority populations will exceed the growth of white non-Hispanic persons. wManaging cultural diversity involves
13、many different activities. wHow diversity affects HRM practices:nStaffing perspectivenWork design perspectivenTraining perspectivenCompensation perspective2006年美国劳动力 人种/种族构成情况预测黑人非西班牙裔西班牙裔亚裔其他少数民族白种非西班牙裔Projected Racial/Ethnic Makeup of the U.S. Workforce 2006劳动力技能缺乏w在美国使用计算机完成日常工作的情况越来越多 ，这改变了对员工技能
14、的需求 w员工必须能够担当各种各样的责任、与顾客打交 道以及创造性地思考 w今天大多数组织在寻求有良好教育背景的员工， 对许多工作而言学位是必不可少的 w员工已有技能和所需具备技能间的差距:n由于有时缺乏有关新技术、工作再造和员工授 权方面的技能，导致员工竞争能力减弱Skill Deficiencies of the WorkforcewThe increasing use of computers to do routine tasks has shifted the kinds of skills needed for employees in the U.S. economy. wEmp
15、loyees must be able to handle a variety of responsibilities, interact with customers, and think creatively. wMost organizations are looking for educational achievements and a college degree is a basic requirement for many jobs today. wThe gap between skills needed and skills available has:nDecreased
16、 ability to compete because they sometimes lack the skills to upgrade technology, reorganize work, and empower employees.高绩效工作系统w高绩效工作系统 指那些在其社会系统和技术 系统间达到了最好匹配程度的组织w当今高绩效工作系统的一些趋势:n依赖知识工作者n授权员工决策n利用团队 High-Performance Work SystemswHigh-performance work systems are organizations that have the best possible fit between their social system and technical system.wSome of the trends in todays high- performance work systems are:nReliance on knowledge workersnEmpowerment of employees to make d
