HRM AS ACOMPETITIVE BUSINESS MODEL

The Competition Edge: Comes from HR

• Value of Talent• Rare Talent (hire, train,

motivate best)• Not Easy to Duplicate

(Teams/Individuals)• Organized Workforce

COMPETITIVECHALLENGES

CHANGE PROFESSIONWhat are the“Competitive Challenges?”• Globalization• Technology• Change• Human Capital• Market Forces• Worldwide Demographics• Workforce Partnerships

GLOBALIZATIONIMPACT

Differences/Issues

• Geographies• Cultures• Laws• Business Practices• Rewards

TECHNOLOGY IMPACT

• Labor vs. Knowledge• Education Levels• Systems

– HRIS– ERP– Database– E-Commerce– PC Revolution

• Websites for Info“Changes the Enterprise Work Processes”

HRM WEBSITES

www.ilr.cornell.eduwww.shrm.org

www.tcm.com/trdevwww.monster.com

www.dol.govbpo.indiana.edu

IMPACT OF CHANGE

• No Status Quo• Always on Cutting Edge• Staff Talents Must Adjust• Very High People Resistance• Creates Stress/Pressure/Adoption

IMPACT ON HUMAN CAPITAL(Not just Financial Capital)

• Competition Through People• Balance Sheet Item?• People Investment

– High Rewards for Performance– Use Talents Wisely– Enhance Talents– Organization Skill Sets

IMPACT ON GLOBALCOMPETITVE MARKETPLACES

• Talent is Global• Quality Products are Essential• Business Process Management Creates

Competitiveness• Cost Constantly Removed• Speed to Market is Essential

IMPACT FROMENHANCING GLOBAL

COST CONTROL• Creates Downsizing• Creates Mergers/Acquisitions• Creates Reorganization for

Efficiency• Forces Outsourcing• Encourages Temporary

Workforce– Temporary Workers– Contract Employees/Leasing

GLOBAL DEMOGRAPHICCHANGES

• Diversity• Age Distribution• Gender Distribution• Rising Levels of Education• Employee Rights – Legal• Employee Privacy• Attitudes Toward Work• Balancing Life Goals with Work Goals