Globalization

Why study HRM?

• Work with people to help solve organizational issues

• Attract top-notch people

• Determine the right people to hire

• Help and coach people so they become top performers

• Make pay and reward decisions

• Establish the strategic direction your firm should take

Human Capital

Knowledge, skills, and capabilities of individuals that have economic value to an organization

• intangible

• cannot be managed the way orgs manage jobs, products, and technology

Competitive Issues and HRM

1) Responding strategically to crises, changes, and disruptions in the local and global marketplace

2) Setting and achieving corporate social responsibility goals

3)Advancing HRM and technology

4)Containing costs while retaining top talent and maximizing productivity

5)Responding to demographic and diversity challenges

6)Adapting to educational and cultural shifts affecting the workforce

What does global recruitment accomplish?

• Accessing international talent pools

• Utilizes global sourcing networks

• Eliminates retirements & brain drain

Managing international assignments requires…

• Geographic, cultural, legal, and economic differences

• Compensation

• Purchasing power

• Cultural sensitivity

• Family adjustment

• Repatriation & knowledge transfer

Immigration & HR diversity in Canada

• Multi-ethnic population growth: Over 9.6 million Canadians identify as visible minorities

• Population diversity: Canada is home to people from more than 200 ethnic communities

• Regional distribution: Toronto, Montreal, and Vancouver

Issues with integrating diverse talent

• Managing language nuances, indirect communication styles, and varied cultural norms

• Training managers and teams in cultural agility to prevent ethnocentrism

• Adapting leadership styles, evaluation metrics, and reward systems to resonate across multi-cultural teams

Challenges of Diversity Management

Not managing diversity can create organizational friction, communication breakdowns, and interpersonal conflicts:

• Increase complexity in team communication

• Potential risk of intergenerational stereotyping and friction

• Risk workforce fragmentation without shared values

• Risks of diversity initiatives are perceived as preferential treatment rather than merit-based

Strategic benefits of workplace diversity

• Enhanced problem-solving and creativity (various perspectives prevent groupthink)

• Employer branding & recruitment edge

• Superior market understanding: Aligning workforce demographics with Canada’s consumer base boosts consumer satisfaction

• Sustainable competitive advantage: Successfully integrating human differences creates a unique and valuable org that competitors cannot easily duplicate

Cultural and Societal Changes Affecting the workforce

Shifting societal values redefine employee expectations regarding work-life harmony and hours

• Demand and flexible hours

• Telecommuting

• Part-time options

• Increase in non-standard, contract, gig economy jobs

• Greater priority placed on balancing work-life commitments

Statutory Employee Rights

Federal and provincial legislation in Canada grants workers specific legal rights that define unemployment parameters

• Right to union representation and collective bargaining

• Right to a safe and healthful working

• Protection against discrimination and right to equal pay

Privacy Concerns & PIPEDA

Privacy legislation strictly regulates how employers collect, store, and disclose employees’ personal information

• Federal regulation governed by PIPEDA guidelines

• Requires explicit consent before collecting personal data

• Restricts unauthorized disclosure of personal files and metrics