Hi all
I need 4 different ways market demands will change the way HR department will do business.
Also I need to know 4 indicators that can be used to predict the future market and supply trends and how they will affect HR management
From United Arab Emirates, Dubai
I need 4 different ways market demands will change the way HR department will do business.
Also I need to know 4 indicators that can be used to predict the future market and supply trends and how they will affect HR management
From United Arab Emirates, Dubai
I will try 4 different ways the market will change HRM:
1. A keener look will be taken at judging competencies. It will be important
-- you know, right man for the right job.
2. Traditional thoughts will find a pride of place in policy-making: pride
against market globalization.
3. Lesser dependance on manpower: automation/IT will be resorted to in
a greater way to ease problems in people management.
4. Outsourcing of several core HR and allied functions (like facilities
management etc.) to help create en fin virtual organizations.
I might be wrong; it was an exercise of my imagination (Mick Cope says imagination is intelligence having fun. www.mickcope.com)
Regards,
Debraj.
From India, Calcutta
1. A keener look will be taken at judging competencies. It will be important
-- you know, right man for the right job.
2. Traditional thoughts will find a pride of place in policy-making: pride
against market globalization.
3. Lesser dependance on manpower: automation/IT will be resorted to in
a greater way to ease problems in people management.
4. Outsourcing of several core HR and allied functions (like facilities
management etc.) to help create en fin virtual organizations.
I might be wrong; it was an exercise of my imagination (Mick Cope says imagination is intelligence having fun. www.mickcope.com)
Regards,
Debraj.
From India, Calcutta
THIS IS A MACRO APPROACH.
WHILE APPLYING IN PRACTICE, YOU SHOULD USE
MICRO DATA AND REAL LIFE SITUATIONS.
AS a broad guideline, the Human Resource Market is affected by
1.Participation in the labor force
-employed, those in paid jobs.
-unemployed, those looking for jobs.
FOR INDICATORS, LOOK AT THE NATIONAL ECONOMIC
INDICATORS, WHERE THE INDICES ARE PUBLISHED
---------------------------------------------------------------------------------------
2.Supply , the demographic
-population growth [ growth rate]
-male / female breakdown
-education growth rate
FOR INDICATORS, LOOK AT THE NATIONAL ECONOMIC
INDICATORS, WHERE THE INDICES ARE PUBLISHED
---------------------------------------------------------------------------------------
3. Demand
-growth rate in the economy [ GDP figures]
-industrial / business services/other service sectors growth rate
FOR INDICATORS, LOOK AT THE NATIONAL ECONOMIC
INDICATORS, WHERE THE INDICES ARE PUBLISHED
---------------------------------------------------------------------------------------
4. OTHERS
-change in technolgy introduction rate
-productivity improvements
-change in skill requirements.
FOR INDICATORS, LOOK AT THE NATIONAL ECONOMIC
INDICATORS, WHERE THE INDICES ARE PUBLISHED
---------------------------------------------------------------------------------------
All the above listed factors / changes within them will
affect the HR MARKET, in any one or more than one
KEY RESULT AREAS.
This will call for strategic changes of the HR direction.
KRA 1 Recruitment / Selection
KRA 2 Workforce Planning and Diversity
KRA 3 Performance Management
KRA 4 Reward Management
KRA 5 Workplace Management and Relations
KRA 6 A Safe and Healthy Workplace
KRA 7 Building Capabilities and Organisational Learning
KRA 8 Effective HR Management Systems, Support and Monitoring
=================================================
EXAMPLE 1
1. The general economy is growing at 8% and the BPO
business service sector is growing at 35% ,
this means there will be significant demand for trained
staff and perhaps short supply.
The KRAs affected will be
KRA 1 Recruitment / Selection
-speedy / smart selection
KRA 4 Reward Management
-market oriented rewards
KRA 5 Workplace Management and Relations
-motivational programs
KRA 7 Building Capabilities and Organisational Learning
-multiskilling
=================================================
EXAMPLE 2
2. The economy is in recession.
This means there will be surplus supply of staff and
lower demand for staff.
The KRAs affected will be
KRA 2 Workforce Planning
-effective HR planning
KRA 3 Performance Management
-effective performance appraisals
KRA 5 Workplace Management and Relations
-motivational programs
KRA 8 Effective HR Management Systems, Support and Monitoring
-effective use of HRIS systems to monitor .
==============================================
EXAMPLE 3
The introduction of of new technology.
This means there will shortage of knowledge/ skills.
The KRAs affected will be
KRA 1 Recruitment / Selection
-new tech. recruits
KRA 2 Workforce Planning and Diversity
-strategic hr planning.
KRA 3 Performance Management
-new criteria for PM
KRA 4 Reward Management
-revised rewards system
KRA 7 Building Capabilities and Organisational Learning
-new knowledge training
=================================================
EXAMPLE 4
DEMAND FOR PRODUCTIVITY IMPROVEMENTS/GLOBALIZATION
PROGRAMS .
This means demand for changes in business skills.
The KRAs affected will be
KRA 1 Recruitment / Selection
-change in recruitment policies
KRA 2 Workforce Planning and Diversity
-change in workforce structure
KRA 3 Performance Management
-change in performance criteria
KRA 4 Reward Management
-performance based rewards
KRA 5 Workplace Management and Relations
-effective supervision/ people management skills
KRA 7 Building Capabilities and Organisational Learning
-more training of staff / middle management
KRA 8 Effective HR Management Systems, Support and Monitoring
-effective HRIS systems to monitor.
=================================================
HOPE THIS IS USEFUL TO YOU.
REGARDS
LEO LINGHAM
From India, Mumbai
260WHILE APPLYING IN PRACTICE, YOU SHOULD USE
MICRO DATA AND REAL LIFE SITUATIONS.
AS a broad guideline, the Human Resource Market is affected by
1.Participation in the labor force
-employed, those in paid jobs.
-unemployed, those looking for jobs.
FOR INDICATORS, LOOK AT THE NATIONAL ECONOMIC
INDICATORS, WHERE THE INDICES ARE PUBLISHED
---------------------------------------------------------------------------------------
2.Supply , the demographic
-population growth [ growth rate]
-male / female breakdown
-education growth rate
FOR INDICATORS, LOOK AT THE NATIONAL ECONOMIC
INDICATORS, WHERE THE INDICES ARE PUBLISHED
---------------------------------------------------------------------------------------
3. Demand
-growth rate in the economy [ GDP figures]
-industrial / business services/other service sectors growth rate
FOR INDICATORS, LOOK AT THE NATIONAL ECONOMIC
INDICATORS, WHERE THE INDICES ARE PUBLISHED
---------------------------------------------------------------------------------------
4. OTHERS
-change in technolgy introduction rate
-productivity improvements
-change in skill requirements.
FOR INDICATORS, LOOK AT THE NATIONAL ECONOMIC
INDICATORS, WHERE THE INDICES ARE PUBLISHED
---------------------------------------------------------------------------------------
All the above listed factors / changes within them will
affect the HR MARKET, in any one or more than one
KEY RESULT AREAS.
This will call for strategic changes of the HR direction.
KRA 1 Recruitment / Selection
KRA 2 Workforce Planning and Diversity
KRA 3 Performance Management
KRA 4 Reward Management
KRA 5 Workplace Management and Relations
KRA 6 A Safe and Healthy Workplace
KRA 7 Building Capabilities and Organisational Learning
KRA 8 Effective HR Management Systems, Support and Monitoring
=================================================
EXAMPLE 1
1. The general economy is growing at 8% and the BPO
business service sector is growing at 35% ,
this means there will be significant demand for trained
staff and perhaps short supply.
The KRAs affected will be
KRA 1 Recruitment / Selection
-speedy / smart selection
KRA 4 Reward Management
-market oriented rewards
KRA 5 Workplace Management and Relations
-motivational programs
KRA 7 Building Capabilities and Organisational Learning
-multiskilling
=================================================
EXAMPLE 2
2. The economy is in recession.
This means there will be surplus supply of staff and
lower demand for staff.
The KRAs affected will be
KRA 2 Workforce Planning
-effective HR planning
KRA 3 Performance Management
-effective performance appraisals
KRA 5 Workplace Management and Relations
-motivational programs
KRA 8 Effective HR Management Systems, Support and Monitoring
-effective use of HRIS systems to monitor .
==============================================
EXAMPLE 3
The introduction of of new technology.
This means there will shortage of knowledge/ skills.
The KRAs affected will be
KRA 1 Recruitment / Selection
-new tech. recruits
KRA 2 Workforce Planning and Diversity
-strategic hr planning.
KRA 3 Performance Management
-new criteria for PM
KRA 4 Reward Management
-revised rewards system
KRA 7 Building Capabilities and Organisational Learning
-new knowledge training
=================================================
EXAMPLE 4
DEMAND FOR PRODUCTIVITY IMPROVEMENTS/GLOBALIZATION
PROGRAMS .
This means demand for changes in business skills.
The KRAs affected will be
KRA 1 Recruitment / Selection
-change in recruitment policies
KRA 2 Workforce Planning and Diversity
-change in workforce structure
KRA 3 Performance Management
-change in performance criteria
KRA 4 Reward Management
-performance based rewards
KRA 5 Workplace Management and Relations
-effective supervision/ people management skills
KRA 7 Building Capabilities and Organisational Learning
-more training of staff / middle management
KRA 8 Effective HR Management Systems, Support and Monitoring
-effective HRIS systems to monitor.
=================================================
HOPE THIS IS USEFUL TO YOU.
REGARDS
LEO LINGHAM
From India, Mumbai
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Five Ways To... Find a Job in a Tough Market.pdf