Changements dans la gestion des ressources humaines résultant de changements dans les attitudes, les technologies et les lois.
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Module 1: Gestion des modifications apportées à la gestion des ressources humaines

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Changements dans la gestion des ressources humaines résultant de changements dans les attitudes, les technologies et les lois.

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Business Management -> Changes in Human Resource Management resulting from changes in attitudes, technology and legislation.

Changes in Human Resource Management resulting from changes in attitudes, technology and legislation.

This resource looks at how changes in attitudes, legislation and technology affect Human Resource Management. Human Resource Management is never static. It is always fluid and affected by changes from within and also outside of the organisation. Let's begin by outlining the ways in which changes in the attitudes of workplace stakeholders can affect Human Resource Management.

Changes in attitudes of workplace stakeholders

There are many organisational stakeholders, and a change in attitude may occur from any one or a number of these stakeholders. Stakeholders being any individual or organisation that has a 'vested interest' in the successful operation of the organisation and that stands to lose something if the organisation is not successful. The management of large-scale organisations must react to these changes in attitude and implement organisational change to reflect these attitudinal changes that impact on the performance of the organisation. These changes in attitude may occur as a result of social, political, legal, cultural, economic, technological, demographic and like changes. In addition, changes may occur in how organisations are managed and the type of employees employed within these organisations e.g. their gender, their skill level and their experience.

There are many changes in attitude that are reflected in the way that workplaces operate today. These changes include changes in attitudes related to union membership and representation, industrial democracy, enterprise bargaining, use of outsourcing as a means of employment, re-engineering of work practices and altering organisational size in terms of employee numbers.

Animation - How has industrial democracy and increased employee empowerment affected the way organisations operate and function?

Employee ownership
Employee motivation
Effective management
Community spirit
Ideas and creativity
Fewer industrial disputes

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