🗊Презентация Contemporary HRM. Flexibility

Категория: Экономика и Финансы
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Contemporary HRM. Flexibility, слайд №1Contemporary HRM. Flexibility, слайд №2Contemporary HRM. Flexibility, слайд №3Contemporary HRM. Flexibility, слайд №4Contemporary HRM. Flexibility, слайд №5Contemporary HRM. Flexibility, слайд №6Contemporary HRM. Flexibility, слайд №7Contemporary HRM. Flexibility, слайд №8Contemporary HRM. Flexibility, слайд №9Contemporary HRM. Flexibility, слайд №10
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Слайды и текст этой презентации

Слайд 1


Contemporary HRM Flexibility
Описание слайда:
Contemporary HRM Flexibility

Слайд 2


Work organisation and flexibility… The major influences on work organisation Pressures for flexibility Policy context for developments in work organisation Objectives and expectations of employers and employees
Описание слайда:
Work organisation and flexibility… The major influences on work organisation Pressures for flexibility Policy context for developments in work organisation Objectives and expectations of employers and employees

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Influences… Demand side technology knowledge based employment shift in many Western economies to service sector extent to which state has facilitated flexibility Supply side increasing participation of women in labour force increase in single parent families and dual career couples aging population
Описание слайда:
Influences… Demand side technology knowledge based employment shift in many Western economies to service sector extent to which state has facilitated flexibility Supply side increasing participation of women in labour force increase in single parent families and dual career couples aging population

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Types of flexibility…
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Types of flexibility…

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The flexible firm (Atkinson, 1984)… Functional flexibility rapid redeployment of staff acquisition of new skills the ‘learning organisation’ Numerical flexibility adjusting headcount quickly and cheaply looser contractual relationships Financial flexibility employment costs related to state of market pay systems which support functional flexibility targeted on contribution
Описание слайда:
The flexible firm (Atkinson, 1984)… Functional flexibility rapid redeployment of staff acquisition of new skills the ‘learning organisation’ Numerical flexibility adjusting headcount quickly and cheaply looser contractual relationships Financial flexibility employment costs related to state of market pay systems which support functional flexibility targeted on contribution

Слайд 6


The flexible firm (Atkinson, 1984)… Core group primary labour market functional flexibility Peripheral group 1 secondary labour market numerical flexibility Peripheral group 2 ‘as and when’ workers contacts for services sub contracting
Описание слайда:
The flexible firm (Atkinson, 1984)… Core group primary labour market functional flexibility Peripheral group 1 secondary labour market numerical flexibility Peripheral group 2 ‘as and when’ workers contacts for services sub contracting

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Contemporary HRM. Flexibility, слайд №7
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Слайд 8


Employee driven flexibility (work-life balance)… An individual concern or a social issue? Indirect benefits for business Types of flexibility preferred flexible leave flexible hours flexible deployment of time, flexible location access to care arrangements Need to be supported by security of income and employment, access to training, i.e. no disadvantage for the employee
Описание слайда:
Employee driven flexibility (work-life balance)… An individual concern or a social issue? Indirect benefits for business Types of flexibility preferred flexible leave flexible hours flexible deployment of time, flexible location access to care arrangements Need to be supported by security of income and employment, access to training, i.e. no disadvantage for the employee

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The reality of flexibility… Piecemeal and limited in practice More likely to be driven by cost reduction concerns than by expectation of strategic benefits, i.e. numerical or financial forms Can create employee dissatisfaction and poor employee relations
Описание слайда:
The reality of flexibility… Piecemeal and limited in practice More likely to be driven by cost reduction concerns than by expectation of strategic benefits, i.e. numerical or financial forms Can create employee dissatisfaction and poor employee relations

Слайд 10


Implications for employee relations… Difficulties with labour organisation/recruitment for trade unions - “workers” not “employees” Increased management control Dismantling of traditional structures of wage determination, demarcation and employee job control Increased insecurity and stress - impact on balance of power? Emergence of ‘knowledge workers’ – individual bargaining power?
Описание слайда:
Implications for employee relations… Difficulties with labour organisation/recruitment for trade unions - “workers” not “employees” Increased management control Dismantling of traditional structures of wage determination, demarcation and employee job control Increased insecurity and stress - impact on balance of power? Emergence of ‘knowledge workers’ – individual bargaining power?

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