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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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Courses » Diploma Courses » Diploma in Business Management & Entrepreneurship » Managing changes to human resource management » Changes in Human Resource Management resulting from changes in attitudes, technology and legislation.

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 Managment. 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.

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
organisation 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.

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