Almanecimiento

Chapter 2:

1. Internal Labor Force
- An organization’s workers: Employees the people who have contracts to work
- Internal Labor force has been drawn from the external labor market
2.External Labor Force
- Individuals actively seeking employment
- Number and kinds of people in the external labor market determine the kinds of human resources available to an organization
3. Changes inLabor Force
- Aging work force
2006: 15% - 16-24 2016: 13% - 16-24
68% - 25-54 65% - 25-54
17% - 55 and up 23% - 55 and up

* Diverse work force
80%white
12% African American
5% Asian
3% Other ethnic group
* Skill deficiencies
4. HRM That Support Diversity Management
- Communication: with employees from diverse places
- Development:provide development for employees from different backgrounds and abilities
- Performance Appraisal: provide feedback based on objective outcomes
- Employee Relationships: create a work environmentthat is comfortable for all and fosters creativity
5. Skill Deficiencies of the Work Force
- Today, employers are looking for:
- Mathematical skills
- Verbal skills
- Interpersonal skills- Computer skills
6. The gap between skills needed and skills available has decreased companies ability to compete
7. They sometimes lack the capacity to upgrade technology, reorganize work, andempower employees
8. High Performance Work Systems
- Organizations that have the best possible fit between their:
- Social system (people and how they interact)
- Technical system (equipmentprocess)
- Key trends occurring in today’s high-performance work systems
- Reliance on knowledge workers
- The empowerment of employees to make decisions
- The use of teamwork
9. KnowledgeWorkers
- Employees whose contribution to the organization is specialized in knowledge
- Knowledge of customers
- Knowledge of a process
- Knowledge of a profession
- Especially needed...