1. Concluding Thoughts Steve Werner

2. Summary of the Major Environmental Changes Major environmental changes include the: Major environmental changes include the: Global segmentGlobal segment Technological segmentTechnological segment Legal segmentLegal segment Demographic segmentDemographic segment Internal environmentInternal environment

3. The Global Segment Major effects of the globalization of business include the: Major effects of the globalization of business include the: Staffing and developmentStaffing and development Importance of technology trainingImportance of technology training Cultural context of workCultural context of work Outsourcing decisionsOutsourcing decisions

4. The Technological Segment Rapid improvements in technology have impacted all aspects of business from production to marketing Rapid improvements in technology have impacted all aspects of business from production to marketing

5. The Technological Segment Continued Technology is impacting business in the following ways: Technology is impacting business in the following ways: Employee communicationEmployee communication Employee trainingEmployee training Organizational StructureOrganizational Structure How work is organizedHow work is organized Skills neededSkills needed Outsourcing decisionsOutsourcing decisions Benefit costsBenefit costs Post-catastrophe capabilitiesPost-catastrophe capabilities

6. The Legal Segment Court rulings affecting HRM address issues such as: Court rulings affecting HRM address issues such as: Sexual harassmentSexual harassment Age discriminationAge discrimination Alternative dispute resolutionAlternative dispute resolution

7. The Legal Segment Continued Recent laws affecting HRM include the: Recent laws affecting HRM include the: Sarbanes-Oxley ActSarbanes-Oxley Act Changes in SEC disclosure requirementsChanges in SEC disclosure requirements

8. Demographic Segment Demographic changes include: Demographic changes include: More dual career familiesMore dual career families The changing shape of familiesThe changing shape of families The aging workforceThe aging workforce Increased diversityIncreased diversity More women in the workforceMore women in the workforce

9. Internal Environmental Factors Changes in the internal environment include: Changes in the internal environment include: Altered employee expectations with respect to work/life balanceAltered employee expectations with respect to work/life balance Increased childcare and elder care responsibilities of employeesIncreased childcare and elder care responsibilities of employees Increased job stressIncreased job stress Increased employee diversityIncreased employee diversity Reduced employee commitmentReduced employee commitment Changes in employee benefit needsChanges in employee benefit needs

10. Common Company Response Themes Some common themes of company responses to issues that emerged include: Some common themes of company responses to issues that emerged include: Modifying the company’s cultureModifying the company’s culture Increasing trainingIncreasing training Using compensation and performance appraisals to support changeUsing compensation and performance appraisals to support change Introducing new programs and policiesIntroducing new programs and policies

11. Modifying the Company’s Culture One way that companies responded to environmental changes was to alter their company’s culture. The following changes were discussed: One way that companies responded to environmental changes was to alter their company’s culture. The following changes were discussed: Increased diversity and toleranceIncreased diversity and tolerance High ethicsHigh ethics Safety emphasisSafety emphasis Employee empowermentEmployee empowerment Social supportSocial support

12. How HR Changes Company Culture Training, assessment and evaluation Training, assessment and evaluation Communication of goals and good progress Communication of goals and good progress Adapting HR functions Adapting HR functions Incorporating changes into policies, procedures, and programs Incorporating changes into policies, procedures, and programs

13. New Programs and Policies New programs can be used as agents of change in organizations but do not necessarily affect the culture. Some examples of new programs are: New programs can be used as agents of change in organizations but do not necessarily affect the culture. Some examples of new programs are: Health awareness programsHealth awareness programs Safety programsSafety programs Employee assistance programsEmployee assistance programs Work/life programsWork/life programs Diversity programsDiversity programs Commitment-enhancing programsCommitment-enhancing programs

14. Increased Training Training programs are an important part of company responses to the environment. Examples include: Training programs are an important part of company responses to the environment. Examples include: Training specific to supervisors regarding conflict resolutionTraining specific to supervisors regarding conflict resolution Post traumatic stress behaviorsPost traumatic stress behaviors Training for team buildingTraining for team building Ethics trainingEthics training Safety trainingSafety training

15. Performance Appraisal and Compensation Performance appraisal and compensation has been a tool of HR to respond to the environment through: Performance appraisal and compensation has been a tool of HR to respond to the environment through: Helping to foster cultural changeHelping to foster cultural change Cost savingsCost savings Enhancing employee commitmentEnhancing employee commitment Increased employee supportIncreased employee support

16. HR Outcomes Internal outcomes of HR responses include: Internal outcomes of HR responses include: More ethical behaviors by employees and managersMore ethical behaviors by employees and managers Increased employee productivity and performanceIncreased employee productivity and performance Increased employee commitmentIncreased employee commitment Healthier employeesHealthier employees Lower turnoverLower turnover

17. HR Outcomes Continued Firm level outcomes include: Firm level outcomes include: Greater legal complianceGreater legal compliance More efficient and effective trainingMore efficient and effective training Greater workforce flexibilityGreater workforce flexibility Improved recruitingImproved recruiting Increased profitsIncreased profits Improved customer loyaltyImproved customer loyalty Sustained competitive advantageSustained competitive advantage

18. Negative Outcomes Some costs that might be associated with HR responses are: Some costs that might be associated with HR responses are: Reduced control of employees allowing poor choices to be madeReduced control of employees allowing poor choices to be made Reduced motivationReduced motivation Lower social connectivityLower social connectivity Greater administrative costsGreater administrative costs Increased demands on employeesIncreased demands on employees

19. Moderating Factors The appropriateness of HR responses is likely to vary depending on the firm’s internal environment. Important factors to consider in the internal environment are: The appropriateness of HR responses is likely to vary depending on the firm’s internal environment. Important factors to consider in the internal environment are: Capabilities and resourcesCapabilities and resources SizeSize Nature of its ownershipNature of its ownership Current cultureCurrent culture Characteristics of its labor forceCharacteristics of its labor force

20. Moderating Factors Continued Workforce characteristics affecting outcomes include the: Workforce characteristics affecting outcomes include the: Nature of the work performedNature of the work performed Personal characteristics of the employeesPersonal characteristics of the employees

21. Common Guideline Themes Guidelines are one way that companies proactively address environmental issues. Three areas that guidelines are commonly developed for are: Guidelines are one way that companies proactively address environmental issues. Three areas that guidelines are commonly developed for are: Monitoring the external and internal environmentMonitoring the external and internal environment Using HR functions to prepare and adapt to environmental changesUsing HR functions to prepare and adapt to environmental changes Educating and encouraging employeesEducating and encouraging employees

22. Monitor the External and Internal Environment Firms should establish programs and mechanisms to anticipate and detect environmental changes Firms should establish programs and mechanisms to anticipate and detect environmental changes Monitoring should include specific legal, technological, global and demographic changes Monitoring should include specific legal, technological, global and demographic changes Monitoring should also include measuring the internal environment of the company in various areas Monitoring should also include measuring the internal environment of the company in various areas

23. Guidelines for Adapting to Environmental Change Training can be used to increase employee skills, knowledge, and abilities to better adapt to changes Training can be used to increase employee skills, knowledge, and abilities to better adapt to changes Performance appraisals can be used to provide feedback to employees regarding desired behaviors Performance appraisals can be used to provide feedback to employees regarding desired behaviors

24. Guidelines for Adapting to Environmental Change Continued Compensation can be used to reinforce and reward desired behaviors Compensation can be used to reinforce and reward desired behaviors Staffing can be used to attract, hire and retain employees who better fit the new culture Staffing can be used to attract, hire and retain employees who better fit the new culture

25. Educate and Encourage Employees Encourage employees to adapt to organizational changes including: Encourage employees to adapt to organizational changes including: Enrolling in new programsEnrolling in new programs Following new policies and proceduresFollowing new policies and procedures Educating employees on how and why these changes will be beneficialEducating employees on how and why these changes will be beneficial

26. Conclusion The chapters in this book have pointed out numerous issues that are currently being tackled by HR departments in North American firms The chapters in this book have pointed out numerous issues that are currently being tackled by HR departments in North American firms This book has shown that environmental changes have created complex and exciting challenges for firms in the area of HR This book has shown that environmental changes have created complex and exciting challenges for firms in the area of HR