tracks changes in the composition of the U.S. labor force and forecast employment needs

*2002-2012, labor force increase frm 128 to 162 million

*35-44 yr old workers will shrink

*55+ fastest age group

*2010 half of us workers older than 40 nearing retirement

1) older people tend to cost more, org must find ways to manage cost

2) workers from different gen. have different values, needs, and interest. orgs must must find ways to address needs that is fair and aligned with their strategic objective.

3)workers nearing retirement, orgs must find ways to fill position left by retirees. emphasis on development and training become strategic imperative

-will exceed growth if white-non hispanics

-women make up 47% of labor force

The greater diversity of the labor force challenges employers to create HRM practices that ensure fully utilize the talents, skills, and values of all employees

1)communication-communicate with employees with different backgrounds

2)development-provide career development for employees with different background and abilities

3)performance appraisal-provide feedback based on objective outcomes

4)employee relation-create a work environment that is comfortable for all and fosters creativity

1) staffing

2)work design

3)training

4)compensation

perspectives

1) reliance on knowledge workers

2)empowerment of employees to make decisions

3)utilization of teamwork

 a work option in which two part-time employees carry out the tasks associated with a single job

ex.two layers. both fathers, share the job is assistant general counsel at Timberland.

flexible work schedules offer alternatives to the 8-5 work job

flextime

job sharing

compressed workweek

telework

BFOQ

Bonified Occupation Qualification

a necessary (not merely preferred) qualification for performing a job

-heart of the job, thing that makes the job. ex. hooters, fighter pilots with 20/20 vision

-can't discriminate based on age

you give I give

if you are in a possession of power court can see you as harrasing

*power relationship- someone who doesn't have power can't really sexually harass

*posion environment-being in an uncomfortable and hostle environment

avoidance-avoid touch, don't change work habits

Job Design

Design for mental capacity

Job Design

Design on Efficiency

JOb Design

Design for safety and health

ergonomics-the study of the interface between indivduals physiology and the characteristics of the physical environment

goal is to minimize physical strain on the workers by structuring the physical work environment around the way the human body works

Job Design

Design for motivation

job enlargement-refes to broadening the types of tasks performed

job extension-combining several simple jobs to form a job with a wider range of task

job rotation-moves employee among several different jobs

job enrichment-empowering employees by adding decision making authorities to their jobs

self managing work teams-have authority for entire work process or segment

employers required to accomidate

-the employer may need to grant employee time off or a flexible schedule to accomodate treatment

work activities and behaviors

interactions with others

performance standards

financial and budgeting impact

machines and equipment used

working conditions

supervision given and received

knowledge, skill, and abilities needed

surplus/shortage of labor

overtime

to avoid shortage, requiring overtime is the fastest and easiest strategy, which can easily be change if the conditions change.

however, overtime may exhaust workers and can hurt morale

retraining transfers

speed results=slow

ability to change later=high

retraining employees require investment of time and money, but can enhance the quality of the organizations human resources; however this may backfire if labor surplus develops.