4 different ways market demands will change HR business?

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

no reply??????????????

not a single reply

what a forum!!

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.

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

__________________
LEO LINGHAM

PRINCIPAL:BestBusiCon Pty Ltd