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842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 117
RecentInnovative Trends in
HRM
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 217
Strategic HRM- BEIJING OLYMPICS
(An innovative look positive trend in china)
Ageing Issue
(HR Strategies developed )
Arbejdsglaeligde
(Happiness at Work )
MOONLIGHTING
(Outsourcing rising unemployment)
No Email Days Virtual Water Coolers
(Managing virtual workforce and global teams)
Agenda
THE HOTHOUSE EFFECT
(Managing Creativity )
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 317
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 417
bull Outsourcing
ndash exacerbates already high
unemployment levels ndash Govtrsquos in Europe (esp)
ldquotime sharing policiesrdquo
COUNTRY STATUTORY
WORK HOURS
US 40
Canada 40-48Australia 40
Germany 48
France 39
Sweden 40
Time-sharing policies are aimed at stimulating employment through a
reorganization of working time
Time-sharing policy gives the employer the incentive to opt for more
workers with fewer hours per capita
Reducing legal working week may lead to a situation of underemployment
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 517
bull Implications for HR professionals ndash How tohandle moonlighting
bull For this we need to understand pros and consfor Organization
PROS CONS
It may reduce turnover in areas whereresponsibilities are tedious monotonous
Risk of losing proprietary amp confidentialinfo to competitors
Balance your organization providing more
flair in lackluster areas
Working two positions may lead to
exhaustion and burnout
If we canrsquot afford to pay our staff more
allowing them to moonlight may help
retain them
Workers may commit minor infractions or
serious offenses such as starting their
second occupations on company
time before completing their first ones
A Policy
Instead of banning moonlighting create a fair and comprehensive written policy to
address confidentiality concerns and the use of company resources This way you canreap all the benefits of moonlighting with none of its disadvantages
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 617
ldquoNo Email Daysrdquo
Growing incidence of virtualteams ndash Challenges for an HR
professional
Team feeling and Team spiritNon personal approach to
working
Dealing with introverts
Finding substitutes to tools like
ldquoMgmt by walking amp talkingrdquo
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 717
US Cellular
bull Symptoms of cyberindigestion
bull Hurting Productivity
bull
ldquoNO e-mail Fridaysrdquo bull Reaction to change
bull Amazing Discoveries
bull Next corporate vice
FOOD FOR THOUGHT
PBD Worldwide Fulfillment Services PBD on NBC
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 817
Virtual Water Coolers
bull Building Trust amp Cohesion
bull Social side
bull ldquoDilbert Effectrdquo
bull Enter Instant Messaging
bull Company sanctioned IM sw
bull DilemmaHR strategies for Managing a Virtual Workforce
1 Face to Face meetings
2 Performance Feedback
3Clear agenda for virtual meetings
4Focus on similarities to build cohesion
5Encourage social interaction
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 917
Arbejdsglaeligde
bull Chief Happiness Officer
bull Six actions that make ushappy at work
ndash Being positive
ndash Learning
ndash Being open
ndash
Participation ndash Finding meaning
ndash Love
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 217
Strategic HRM- BEIJING OLYMPICS
(An innovative look positive trend in china)
Ageing Issue
(HR Strategies developed )
Arbejdsglaeligde
(Happiness at Work )
MOONLIGHTING
(Outsourcing rising unemployment)
No Email Days Virtual Water Coolers
(Managing virtual workforce and global teams)
Agenda
THE HOTHOUSE EFFECT
(Managing Creativity )
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 317
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 417
bull Outsourcing
ndash exacerbates already high
unemployment levels ndash Govtrsquos in Europe (esp)
ldquotime sharing policiesrdquo
COUNTRY STATUTORY
WORK HOURS
US 40
Canada 40-48Australia 40
Germany 48
France 39
Sweden 40
Time-sharing policies are aimed at stimulating employment through a
reorganization of working time
Time-sharing policy gives the employer the incentive to opt for more
workers with fewer hours per capita
Reducing legal working week may lead to a situation of underemployment
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 517
bull Implications for HR professionals ndash How tohandle moonlighting
bull For this we need to understand pros and consfor Organization
PROS CONS
It may reduce turnover in areas whereresponsibilities are tedious monotonous
Risk of losing proprietary amp confidentialinfo to competitors
Balance your organization providing more
flair in lackluster areas
Working two positions may lead to
exhaustion and burnout
If we canrsquot afford to pay our staff more
allowing them to moonlight may help
retain them
Workers may commit minor infractions or
serious offenses such as starting their
second occupations on company
time before completing their first ones
A Policy
Instead of banning moonlighting create a fair and comprehensive written policy to
address confidentiality concerns and the use of company resources This way you canreap all the benefits of moonlighting with none of its disadvantages
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 617
ldquoNo Email Daysrdquo
Growing incidence of virtualteams ndash Challenges for an HR
professional
Team feeling and Team spiritNon personal approach to
working
Dealing with introverts
Finding substitutes to tools like
ldquoMgmt by walking amp talkingrdquo
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 717
US Cellular
bull Symptoms of cyberindigestion
bull Hurting Productivity
bull
ldquoNO e-mail Fridaysrdquo bull Reaction to change
bull Amazing Discoveries
bull Next corporate vice
FOOD FOR THOUGHT
PBD Worldwide Fulfillment Services PBD on NBC
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 817
Virtual Water Coolers
bull Building Trust amp Cohesion
bull Social side
bull ldquoDilbert Effectrdquo
bull Enter Instant Messaging
bull Company sanctioned IM sw
bull DilemmaHR strategies for Managing a Virtual Workforce
1 Face to Face meetings
2 Performance Feedback
3Clear agenda for virtual meetings
4Focus on similarities to build cohesion
5Encourage social interaction
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 917
Arbejdsglaeligde
bull Chief Happiness Officer
bull Six actions that make ushappy at work
ndash Being positive
ndash Learning
ndash Being open
ndash
Participation ndash Finding meaning
ndash Love
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 317
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 417
bull Outsourcing
ndash exacerbates already high
unemployment levels ndash Govtrsquos in Europe (esp)
ldquotime sharing policiesrdquo
COUNTRY STATUTORY
WORK HOURS
US 40
Canada 40-48Australia 40
Germany 48
France 39
Sweden 40
Time-sharing policies are aimed at stimulating employment through a
reorganization of working time
Time-sharing policy gives the employer the incentive to opt for more
workers with fewer hours per capita
Reducing legal working week may lead to a situation of underemployment
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 517
bull Implications for HR professionals ndash How tohandle moonlighting
bull For this we need to understand pros and consfor Organization
PROS CONS
It may reduce turnover in areas whereresponsibilities are tedious monotonous
Risk of losing proprietary amp confidentialinfo to competitors
Balance your organization providing more
flair in lackluster areas
Working two positions may lead to
exhaustion and burnout
If we canrsquot afford to pay our staff more
allowing them to moonlight may help
retain them
Workers may commit minor infractions or
serious offenses such as starting their
second occupations on company
time before completing their first ones
A Policy
Instead of banning moonlighting create a fair and comprehensive written policy to
address confidentiality concerns and the use of company resources This way you canreap all the benefits of moonlighting with none of its disadvantages
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 617
ldquoNo Email Daysrdquo
Growing incidence of virtualteams ndash Challenges for an HR
professional
Team feeling and Team spiritNon personal approach to
working
Dealing with introverts
Finding substitutes to tools like
ldquoMgmt by walking amp talkingrdquo
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 717
US Cellular
bull Symptoms of cyberindigestion
bull Hurting Productivity
bull
ldquoNO e-mail Fridaysrdquo bull Reaction to change
bull Amazing Discoveries
bull Next corporate vice
FOOD FOR THOUGHT
PBD Worldwide Fulfillment Services PBD on NBC
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 817
Virtual Water Coolers
bull Building Trust amp Cohesion
bull Social side
bull ldquoDilbert Effectrdquo
bull Enter Instant Messaging
bull Company sanctioned IM sw
bull DilemmaHR strategies for Managing a Virtual Workforce
1 Face to Face meetings
2 Performance Feedback
3Clear agenda for virtual meetings
4Focus on similarities to build cohesion
5Encourage social interaction
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 917
Arbejdsglaeligde
bull Chief Happiness Officer
bull Six actions that make ushappy at work
ndash Being positive
ndash Learning
ndash Being open
ndash
Participation ndash Finding meaning
ndash Love
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 417
bull Outsourcing
ndash exacerbates already high
unemployment levels ndash Govtrsquos in Europe (esp)
ldquotime sharing policiesrdquo
COUNTRY STATUTORY
WORK HOURS
US 40
Canada 40-48Australia 40
Germany 48
France 39
Sweden 40
Time-sharing policies are aimed at stimulating employment through a
reorganization of working time
Time-sharing policy gives the employer the incentive to opt for more
workers with fewer hours per capita
Reducing legal working week may lead to a situation of underemployment
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 517
bull Implications for HR professionals ndash How tohandle moonlighting
bull For this we need to understand pros and consfor Organization
PROS CONS
It may reduce turnover in areas whereresponsibilities are tedious monotonous
Risk of losing proprietary amp confidentialinfo to competitors
Balance your organization providing more
flair in lackluster areas
Working two positions may lead to
exhaustion and burnout
If we canrsquot afford to pay our staff more
allowing them to moonlight may help
retain them
Workers may commit minor infractions or
serious offenses such as starting their
second occupations on company
time before completing their first ones
A Policy
Instead of banning moonlighting create a fair and comprehensive written policy to
address confidentiality concerns and the use of company resources This way you canreap all the benefits of moonlighting with none of its disadvantages
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 617
ldquoNo Email Daysrdquo
Growing incidence of virtualteams ndash Challenges for an HR
professional
Team feeling and Team spiritNon personal approach to
working
Dealing with introverts
Finding substitutes to tools like
ldquoMgmt by walking amp talkingrdquo
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 717
US Cellular
bull Symptoms of cyberindigestion
bull Hurting Productivity
bull
ldquoNO e-mail Fridaysrdquo bull Reaction to change
bull Amazing Discoveries
bull Next corporate vice
FOOD FOR THOUGHT
PBD Worldwide Fulfillment Services PBD on NBC
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 817
Virtual Water Coolers
bull Building Trust amp Cohesion
bull Social side
bull ldquoDilbert Effectrdquo
bull Enter Instant Messaging
bull Company sanctioned IM sw
bull DilemmaHR strategies for Managing a Virtual Workforce
1 Face to Face meetings
2 Performance Feedback
3Clear agenda for virtual meetings
4Focus on similarities to build cohesion
5Encourage social interaction
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 917
Arbejdsglaeligde
bull Chief Happiness Officer
bull Six actions that make ushappy at work
ndash Being positive
ndash Learning
ndash Being open
ndash
Participation ndash Finding meaning
ndash Love
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 517
bull Implications for HR professionals ndash How tohandle moonlighting
bull For this we need to understand pros and consfor Organization
PROS CONS
It may reduce turnover in areas whereresponsibilities are tedious monotonous
Risk of losing proprietary amp confidentialinfo to competitors
Balance your organization providing more
flair in lackluster areas
Working two positions may lead to
exhaustion and burnout
If we canrsquot afford to pay our staff more
allowing them to moonlight may help
retain them
Workers may commit minor infractions or
serious offenses such as starting their
second occupations on company
time before completing their first ones
A Policy
Instead of banning moonlighting create a fair and comprehensive written policy to
address confidentiality concerns and the use of company resources This way you canreap all the benefits of moonlighting with none of its disadvantages
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 617
ldquoNo Email Daysrdquo
Growing incidence of virtualteams ndash Challenges for an HR
professional
Team feeling and Team spiritNon personal approach to
working
Dealing with introverts
Finding substitutes to tools like
ldquoMgmt by walking amp talkingrdquo
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 717
US Cellular
bull Symptoms of cyberindigestion
bull Hurting Productivity
bull
ldquoNO e-mail Fridaysrdquo bull Reaction to change
bull Amazing Discoveries
bull Next corporate vice
FOOD FOR THOUGHT
PBD Worldwide Fulfillment Services PBD on NBC
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 817
Virtual Water Coolers
bull Building Trust amp Cohesion
bull Social side
bull ldquoDilbert Effectrdquo
bull Enter Instant Messaging
bull Company sanctioned IM sw
bull DilemmaHR strategies for Managing a Virtual Workforce
1 Face to Face meetings
2 Performance Feedback
3Clear agenda for virtual meetings
4Focus on similarities to build cohesion
5Encourage social interaction
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 917
Arbejdsglaeligde
bull Chief Happiness Officer
bull Six actions that make ushappy at work
ndash Being positive
ndash Learning
ndash Being open
ndash
Participation ndash Finding meaning
ndash Love
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 617
ldquoNo Email Daysrdquo
Growing incidence of virtualteams ndash Challenges for an HR
professional
Team feeling and Team spiritNon personal approach to
working
Dealing with introverts
Finding substitutes to tools like
ldquoMgmt by walking amp talkingrdquo
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 717
US Cellular
bull Symptoms of cyberindigestion
bull Hurting Productivity
bull
ldquoNO e-mail Fridaysrdquo bull Reaction to change
bull Amazing Discoveries
bull Next corporate vice
FOOD FOR THOUGHT
PBD Worldwide Fulfillment Services PBD on NBC
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 817
Virtual Water Coolers
bull Building Trust amp Cohesion
bull Social side
bull ldquoDilbert Effectrdquo
bull Enter Instant Messaging
bull Company sanctioned IM sw
bull DilemmaHR strategies for Managing a Virtual Workforce
1 Face to Face meetings
2 Performance Feedback
3Clear agenda for virtual meetings
4Focus on similarities to build cohesion
5Encourage social interaction
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 917
Arbejdsglaeligde
bull Chief Happiness Officer
bull Six actions that make ushappy at work
ndash Being positive
ndash Learning
ndash Being open
ndash
Participation ndash Finding meaning
ndash Love
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 717
US Cellular
bull Symptoms of cyberindigestion
bull Hurting Productivity
bull
ldquoNO e-mail Fridaysrdquo bull Reaction to change
bull Amazing Discoveries
bull Next corporate vice
FOOD FOR THOUGHT
PBD Worldwide Fulfillment Services PBD on NBC
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 817
Virtual Water Coolers
bull Building Trust amp Cohesion
bull Social side
bull ldquoDilbert Effectrdquo
bull Enter Instant Messaging
bull Company sanctioned IM sw
bull DilemmaHR strategies for Managing a Virtual Workforce
1 Face to Face meetings
2 Performance Feedback
3Clear agenda for virtual meetings
4Focus on similarities to build cohesion
5Encourage social interaction
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 917
Arbejdsglaeligde
bull Chief Happiness Officer
bull Six actions that make ushappy at work
ndash Being positive
ndash Learning
ndash Being open
ndash
Participation ndash Finding meaning
ndash Love
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 817
Virtual Water Coolers
bull Building Trust amp Cohesion
bull Social side
bull ldquoDilbert Effectrdquo
bull Enter Instant Messaging
bull Company sanctioned IM sw
bull DilemmaHR strategies for Managing a Virtual Workforce
1 Face to Face meetings
2 Performance Feedback
3Clear agenda for virtual meetings
4Focus on similarities to build cohesion
5Encourage social interaction
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 917
Arbejdsglaeligde
bull Chief Happiness Officer
bull Six actions that make ushappy at work
ndash Being positive
ndash Learning
ndash Being open
ndash
Participation ndash Finding meaning
ndash Love
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 917
Arbejdsglaeligde
bull Chief Happiness Officer
bull Six actions that make ushappy at work
ndash Being positive
ndash Learning
ndash Being open
ndash
Participation ndash Finding meaning
ndash Love
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1017
Southwest Airlines
bull
Swap Jobs ndash Employees regularly swap Jobs
bull Baggage handlers may get to follow a pilot for a day
bull Pilots as Counter staff Executives as Ground staff etc
ndash Fosters mutual respect engages people ndash Learning culture imbibed Reduces Conflicts etc
bull The Love Airline
ndash
ldquoHire for attitude train for skillrdquo bull Which comes first for SW airlines Employees
Customers or Shareholders
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1117
HRM and Ageing Issue
Generation Birth Years
Veterans -1945
Baby
Boomers
1946-1964
Gen X 1965-1980
Gen Y 1981-2000
Gen Z 2001
Major Issues Insufficient supply of skilled workers to replace the retiring baby-boomers
A depletion of leadership and management positions over the coming 15 years
Mounting pension cost leading to unsustainable dependency ratios
Increasing healthcare and support cost
Issues different in different countries
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1217
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1317
Strategic HRM- Beijing Olympics
Research HRM alignment with stated goals and strategies hellip areas of concern
bull Contracts between laborers amp employers
bull Olympic Pay Rates
bull Punishing contractors
Goals
Peoplersquos Olympics
Image enhancement
Facts
Migrant workers at venues in Beijing 30000
Pay rate 50-80 Yuan per day
SafeguardsWelfare
Objective a success Positive trend bodes well for the future
New Goal to be set Realigning HRM with organizational goal of Sustainability
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1417
The Hothouse Effect
bull HRMrsquos role in ldquoManaging Creativityrdquo
bull 5 criteria that define a hothouse1) Sustain high level of innovative creativity
for a significant period of time
2) Draw on the knowledge and innovationsof the broader cultural zone to whichthey belong
3) Spawn geniuses whose achievementsclimax the work of other practitioners at
all levels4) Establish a new way of doing things
5) Achieve recognition and establish alasting legacy
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1517
CHAI-T
Dimensions
bull 1) ValuesMission
bull 2)Ideasexchange
bull 3) Perceptionlearning
bull 4) SocialPlay
O
Zone
Hot
Zone
DeadZone
IZone
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1617
Insights
bull Patronage
bullReturn On Investment
bull Schools
bull Internet Culture
bull Virtual Organizations
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
842019 GROUP 5 Innovative Trends in HR
httpslidepdfcomreaderfullgroup-5-innovative-trends-in-hr 1717
References
bull httpwwwpbdcomDefaultaspx
bull The Hothouse Effect by Barton Kunstler
bull ldquoHappy Hour is 9 to5rdquo by Alexander Kjerulf
bull httpwwwnewscom2100-1023-976068html
bull httpfindarticlescomparticlesmi_m3495is_12_44ai_59427280
bull Wikipedia
httpwwwmasteryworkscomnewsitenewsnews_articlehtm
bull Labour management consensus in Quebec reportwwwhrsdcgccaencssphrsdceddreports1997-
000364qlmepdf bull httpwwwchinadailycomcnolympics2008-
0118content_6404691htm
bull httpwwwworldpressorgAsia2254cfm
