The new world of work: people leadership in the digital age
Arguing that a functional approach to Human Resource Management is fast becoming obsolete, this book explores the many areas of accelerated change in the workplace and how business marc:leaders must evolve their thinking to meet the needs of their workers and managers alike. With a clear focus on th...
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| Hauptverfasser: | , , |
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| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
London ; New York
Routledge
2023
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| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Zusammenfassung: | Arguing that a functional approach to Human Resource Management is fast becoming obsolete, this book explores the many areas of accelerated change in the workplace and how business marc:leaders must evolve their thinking to meet the needs of their workers and managers alike. With a clear focus on the accelerations caused by Covid-19 and how technological platforms have enabled working practices and business continuity, the book effectively lays the groundwork for a changed but well-functioning people management system. The authors present the new model of Strategic Human Asset Lifecycle Management that incorporates the drastic changes in how jobs are designed, how human talent is acquired, how work is performed, how work is rewarded and conditions set, and crucially, how labor laws must change - all to meet the fast-moving requirements of a digitized world. Enriched with cases that illustrate both well-adapted and badly-adapted organizations, as well as helpful summaries and thought-provoking challenges, this book is an essential resource for all those who aspire to great people marc:leadership in their organizations, including HR professionals, instructors, and upper-level students |
| Beschreibung: | xxvii, 220 Seiten Diagramme Breite 156 mm, Hoehe 234 mm |
| ISBN: | 9780367641283 9780367641290 |
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| 520 | |a Arguing that a functional approach to Human Resource Management is fast becoming obsolete, this book explores the many areas of accelerated change in the workplace and how business marc:leaders must evolve their thinking to meet the needs of their workers and managers alike. With a clear focus on the accelerations caused by Covid-19 and how technological platforms have enabled working practices and business continuity, the book effectively lays the groundwork for a changed but well-functioning people management system. The authors present the new model of Strategic Human Asset Lifecycle Management that incorporates the drastic changes in how jobs are designed, how human talent is acquired, how work is performed, how work is rewarded and conditions set, and crucially, how labor laws must change - all to meet the fast-moving requirements of a digitized world. Enriched with cases that illustrate both well-adapted and badly-adapted organizations, as well as helpful summaries and thought-provoking challenges, this book is an essential resource for all those who aspire to great people marc:leadership in their organizations, including HR professionals, instructors, and upper-level students | ||
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| adam_text | Contents Foreword Preface Acknowledgments 1 History of Human Capital Management xvi xviii xxviii 1 BASHKER BISWAS The Industrial Revolution and the History of Labor Management 4 Personnel Management 5 Human Resource Management 6 Human Capital Management 7 A Company’s Most Valuable Asset - The Intangibles 7 Accounting for Intangibles — From Human Resource to Human Capital 8 Vast Improvements in Productivity Due to the People 8 Fleeting Intangible Assets and the Needfor Retention 8 2 The Changing Nature of Work BASHKER BISWAS The Changing Nature of Work 10 Technology and the Changing Nature of Work 11 The Fourth Industrial Revolution — Automation and Workforce Diversity 11 Globalization 12 Technology as a Disruptor 12 The ‘Reskilling’’ Challenge 13 Predicting Reskilling Needs 14 Today’s Skills Gap 15 Can the Humans Do It? 15 Assessing Human Capital 16 High Touch in a High-Tech World 17 10
viii Contents Decomposing Jobs and Skills Inventories 17 Interoperable Learning Record 18 Temporary Work 19 Remote Work 22 Automation and the Changing Nature of Work 23 3 The Changing Nature of the Employment Contract 26 WILLIAM GARRISON The Current Employment Contract 26 Employee Engagement — Time for Change 27 Baby Boomer Loyalty and the Promise of a Pension 28 Gen X— The Individual Who Cannot Be Defined but Still Wants Paradise 29 The Millennial Experience! 30 Millennial Mindset and the Happiness Formula 31 Gen Z and the Questfor Stability and Relationships 33 Attracting and Retaining Talent in a Diverse World of Work 34 Great Places to Work for Millennials 34 Top Industries for Gen Z 35 Structure and Formulation of New Employment Contract 35 Option 1: Traditional Approach 35 Option 2: Contractor Approach 37 Option 3: Purpose-Driven Approach 38 Millennials and Gen Z Are the Future of the Workforce 39 Final Thoughts on Managing Millennials and Gen Z Workers 39 4 The Changing Nature of Workforces and Employment Categoies WILLIAM GARRISON Workforce Definitions 41 Unemployment Categories 42 Current Workforce Terms and What’s Missing 42 Employees 43 Self-Employed 43 Unpaid Family Employees 43 ‘‘Gig Workers” 43 Labor Force by Age 44 Current Employment Categories 44 Why They Are Becoming Obsolete 45 Gray-Collar Work: Why Blue-Collar and White-Collar Labels Are No Longer Appropriate 46 New Employment Categories 48 41
Contents ix Contingent Worker 48 Flexible Worker 48 “Gig Worker” 49 Opportunities and Benefits of New Employment Structure 50 5 The Changing Nature of Employee Relations and Working Conditions WILLIAM GARRISON Current Employee Relations 51 Motivation Theories 51 Maslow s Hierarchy of Needs (1943) 52 Equity Theory (1963) 53 Herzberg’s Two-Factor Theory (1964) 54 Expectancy Theory (1964) 54 Goal-Setting Theory (1968) 55 Self-Determination Theory (1985) 56 Five Sources of Power 56 Boss-Subordinate Relationship 58 Hierarchical Structure 58 Organizational Structures and Efforts toward Improving Employee Relations 59 Functional Org Charts 60 Divisional Org Charts 60 Matrix Systems 61 Project Management and Spedai Assignments 63 Flattening the Org Chart 63 Current Working Conditions 63 Role of Unions 64 Role of Occupational Safety and Health Administration 64 Role of Technology and Artificial Intelligence Systems 65 Administrative Functions of Management Now Performed by Software 65 Management Dashboards 66 Tyranny of the Metrics 67 International Business — Reducing Travel 67 Air Travel Has Changed 69 Technology for Flying After Corona 69 Telecommuting 70 Virtual Teams 70 Remote Work Before Corona 71 Remote Work After Corona 72 51
x Contents 6 Managing Human Resources in the “Gig Economy” 75 WILLIAM GARRISON AND BASHKER BISWAS Who Are “Gig Workers’’? 76 “Gig Worker” Mindset 77 The Strategic Importance of “Gig Workers” 77 Human Resources Processes Need to Be Different 77 “Gig Worker” Employment Contracts and Legal Status 78 “Gig Workers” and Human Capital Acquisition (Staffing) Processes 78 “Gig Worker” Compensation and Benefits 80 Performance-Based Payfor “Gig Workers” 81 Early Delivery Bonus 81 Cost Savings Bonus 81 Quality Bonus 82 Retention Bonus 82 Consultation Stipend 82 “Gig Worker” Training and Development 82 Online e-Learning Portals 85 Modified Employee Relations for “Gig Workers” 86 Integrating “Gig Workers” Into the Company Culture 87 How HR Can Benefit From “Gig Workers” 88 Ί Managing the Remote Employee ROBERT L. RAMIREZ Benefits of a Remote Workforce 89 Challenges of Remote Working 90 Remote Issue #1 — Lack of Face-to-Face Supervision 90 Remote Issue #2 — Lack ofAccess to Information 90 Remote Issue #3 - Social Isolation 91 Remote Issue #4 ֊ Work From Home Distractions 91 Strategies for Managing the Remote Employee 91 Strategy #1 — Clarify Goals 92 Strategy #2 — Schedule Regular Virtual Meetings 92 Strategy #3 — Humanize Good Communication, Not Products 93 Strategy #4 — Help the New Work Environment to Become the Norm 94 Strategy #5 — Track Your Employee’s Progress 94 Strategy #6- Increase Employee Recognition 95 Work From Home Softwarefor the Remote Employee 95 89
Contents 8 Corporate Cultures in The Digital Age ROBERT L. RAMIREZ Corporate Cultures and Cultural Intelligence in The Digital Age 99 National Cultural Differences 99 Workplace Involvement 100 Global Collaboration and Cultural Intelligence 100 Multigenerational Workforce 100 Corporate Culture and Religion 101 Avoiding Ethnocentrism and Prejudice 101 Corporate Culture Evolution From the Industrial Revolution 102 The First Industrial Revolution — The Manufacturing Age 102 The Second Industrial Revolution — The Technological Revolution 102 The Third Industrial Revolution - The Information Age 103 Today’s Fourth Industrial Revolution — The Digital Age 103 Corporate Culture Disruptors of The Digital Age 103 Digital Communities 103 Digital Collaboration With “Gig Workers” and Contractors 104 Globalization and a Diverse Workforce 104 C. Q. - The Key to Thriving in The Digital Age 104 Early Culture and Intelligence Theory 105 Multidimensional Construct Theory 106 Current Cultural Intelligence Theory 107 Generations in the Workforce Theory 107 New Opportunities for HR Professionals 108 Building High-Performance Teams (Virtual Teams) 108 Managing the Digital Environment 108 Solutions and Problem-Solving 109 How to Recognize, Avoid, and Stop Stereotype Biases and Threats 109 Recommendations for Practice 110 Recommendation #1 - Help Your Workforce Explore Their Own Cultural Beliefs 110 Recommendation #2 - Help Your Workforce Understand Other Cultures 110 Recommendation #3 — Help Your Workforce by Using Reverse Mentoring 111 Recommendation #4 ֊ Help Your Workforce by Using C. Q.
Assessment Tools 111 Succeeding in Today’s Global Marketplace 114 xi 99
xii Contents 9 Organizational Behavior in The Digital Age 117 ROBERT L. RAMIREZ Organizational Behavior 118 Organizational Citizenship Behavior 118 Pre-Digital Era Theories Leading to the Current Motivational Theories 118 Taylor Scientific Management Theory 119 Elton Mayo and the Hawthorne Studies 119 Maslow’s Hierarchy of Needs Theory 119 Herzberg’s Motivating Factors Theory 121 Motivation in The Digital Age 121 Leadership Theories Before The Digital Age 122 Autocratic Leadership 122 Participative (Democratic) Leadership 122 Free-Rein Leadership 123 Leadership in The Digital Age 123 Advantages of a Flat Organizational Structure 125 10 Green Human Resource Management 128 WILLIAM GARRISON A Rose by Any Other Name 128 Earth Day and the Polling of America” 129 Could Business Leaders Be the Solution? 130 Corporate Social Responsibility and The Green Movement 130 Earth-Friendly Practices 131 Environmental Management Systems (EMS) 131 Why EMS E Not Enough and What Needs to Change 132 ESG Rating 133 Why, HR Is the Home of Green 133 Green Human Resource Management Framework 134 How Green HRM Improves Employee Engagement and Retention 136 Support of Senior Management 136 11 Employees as Owners BASHKER BISWAS Reviving Industrial Democracy 138 A Historical Perspective 139 Labor-Management Collaboration 141 The Ascendancy of the Common Man” 141 The Cooperative Movement 141 Industrial Democracy in America 142 138
Contents xiü The Death of Industrial Democracy 143 A Second Look 144 Employee Stock Ownership Programs 144 The History ofEmployee Ownership 144 Employee Ownership Basics 145 Benefits of Employee Ownership 145 How Common Is Employee Ownership? 145 What Is a Gain-Sharing Plan? 146 The Scanlon Plan 146 The Rucker Plan 146 Advantages and Disadvantages of Gain-Sharing Plans 147 12 Managing Rewards in The Digital Age 149 BASHKER BISWAS Traditional Compensation 149 Base Salary 150 Incentive Compensation 151 Equity Compensation 152 Sales Compensation 152 Expatriate Compensation 152 Risk Benefits 153 Retirement Benefits 153 Prerequisites 153 Current Practices That Do Not Work in The Digital Age 153 Issues With Job Evaluation Compensation 153 Issues With Market Pay 154 Issues With Performance Pay 155 The Needfor Change 156 The Impact of Digital Technology on Reward Systems 157 Design of Pay Frameworks 159 The Career Model 159 The Market Model 160 The Retention Model 160 The Contribution Model 160 Redesigning Executive Compensation 161 13 The Human Cloud BASHKER BISWAS The Human Cloud 163 Human Cloud Service Arrangements 164 Geographical Flexibility 164 Management and Administrative Efficiency 164 163
xiv Contents Elements of the Human Cloud 1 65 Crowdsourcing 165 Online Work Services 166 Online Staffing Platforms 166 The Evolution of the Human Cloud 167 The Facilitator Model 167 The Arbitrator Model 168 The Aggregator Model 168 The Governor Model 169 Key Human Capital Concerns and Issues in the Context of the Human Cloud 170 Keeping Quality in Check 172 Project Failure and Intellectual Property Leakage Concerns 172 What Will Happen Next? 174 14 The Obsolete Labor Laws 176 BASHKER BISWAS The First Angle Enhancing Labor Unions 176 Collective Bargaining 176 The Obsolete Laws 176 The Second Angle: Update Union Wins or Eliminate Them 178 Industrial֊Era Labor Laws Are Less Attractive to Workers 178 Merging of Management and Worker Roles 179 The U.S. Congress and the RAISE Act 180 Updating Working Conditions Legislation 181 AB5 in California 181 Labor Law Implications for the Post-Covid Work Environment 183 15 People Analytics and Measurements BASHKER BISWAS Current Trends in Data Analytics 187 Human Resource Analytics 188 What Is HR Analytics? 188 The History of HR Analytics 189 The Saratoga Institute Initiative 190 HR Analytics and Measurements Explained 190 The Benefits of HR Analytics 192 Latest HR Metrics 192 Turnover Forecasts 192 Employee Engagement 192 Diversity Hiring Rate 192 Strategic Management Metrics 193 187
Contents XV Improve Your Talent Processes With HR Analytics 194 Exit Surveys 194 HR Analytics Software 194 An HR Analytics Example: Analyzing the Financial Impact of Employee Engagement 195 HR Analytics Dashboard 195 Predictive HR Analytics Trends 196 HR Measurements 196 Human Resource Metrics Data Comparison 198 16 The Human Asset Lifecycle Model (HALM)© 201 BASHKER BISWAS The Casefor Change 201 The Era of Human Asset Capital Management 204 The Human Element of Labor: Costs or Expenses? 204 A Fleeting Intangible Asset 206 The Human Asset Lifecycle Model (HALM)© 207 Closing Remarks 209 Index 210
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| adam_txt |
Contents Foreword Preface Acknowledgments 1 History of Human Capital Management xvi xviii xxviii 1 BASHKER BISWAS The Industrial Revolution and the History of Labor Management 4 Personnel Management 5 Human Resource Management 6 Human Capital Management 7 A Company’s Most Valuable Asset - The Intangibles 7 Accounting for Intangibles — From Human Resource to Human Capital 8 Vast Improvements in Productivity Due to the People 8 Fleeting Intangible Assets and the Needfor Retention 8 2 The Changing Nature of Work BASHKER BISWAS The Changing Nature of Work 10 Technology and the Changing Nature of Work 11 The Fourth Industrial Revolution — Automation and Workforce Diversity 11 Globalization 12 Technology as a Disruptor 12 The ‘Reskilling’’ Challenge 13 Predicting Reskilling Needs 14 Today’s Skills Gap 15 Can the Humans Do It? 15 Assessing Human Capital 16 High Touch in a High-Tech World 17 10
viii Contents Decomposing Jobs and Skills Inventories 17 Interoperable Learning Record 18 Temporary Work 19 Remote Work 22 Automation and the Changing Nature of Work 23 3 The Changing Nature of the Employment Contract 26 WILLIAM GARRISON The Current Employment Contract 26 Employee Engagement — Time for Change 27 Baby Boomer Loyalty and the Promise of a Pension 28 Gen X— The Individual Who Cannot Be Defined but Still Wants Paradise 29 The Millennial Experience! 30 Millennial Mindset and the Happiness Formula 31 Gen Z and the Questfor Stability and Relationships 33 Attracting and Retaining Talent in a Diverse World of Work 34 Great Places to Work for Millennials 34 Top Industries for Gen Z 35 Structure and Formulation of New Employment Contract 35 Option 1: Traditional Approach 35 Option 2: Contractor Approach 37 Option 3: Purpose-Driven Approach 38 Millennials and Gen Z Are the Future of the Workforce 39 Final Thoughts on Managing Millennials and Gen Z Workers 39 4 The Changing Nature of Workforces and Employment Categoies WILLIAM GARRISON Workforce Definitions 41 Unemployment Categories 42 Current Workforce Terms and What’s Missing 42 Employees 43 Self-Employed 43 Unpaid Family Employees 43 ‘‘Gig Workers” 43 Labor Force by Age 44 Current Employment Categories 44 Why They Are Becoming Obsolete 45 Gray-Collar Work: Why Blue-Collar and White-Collar Labels Are No Longer Appropriate 46 New Employment Categories 48 41
Contents ix Contingent Worker 48 Flexible Worker 48 “Gig Worker” 49 Opportunities and Benefits of New Employment Structure 50 5 The Changing Nature of Employee Relations and Working Conditions WILLIAM GARRISON Current Employee Relations 51 Motivation Theories 51 Maslow's Hierarchy of Needs (1943) 52 Equity Theory (1963) 53 Herzberg’s Two-Factor Theory (1964) 54 Expectancy Theory (1964) 54 Goal-Setting Theory (1968) 55 Self-Determination Theory (1985) 56 Five Sources of Power 56 Boss-Subordinate Relationship 58 Hierarchical Structure 58 Organizational Structures and Efforts toward Improving Employee Relations 59 Functional Org Charts 60 Divisional Org Charts 60 Matrix Systems 61 Project Management and Spedai Assignments 63 Flattening the Org Chart 63 Current Working Conditions 63 Role of Unions 64 Role of Occupational Safety and Health Administration 64 Role of Technology and Artificial Intelligence Systems 65 Administrative Functions of Management Now Performed by Software 65 Management Dashboards 66 Tyranny of the Metrics 67 International Business — Reducing Travel 67 Air Travel Has Changed 69 Technology for Flying After Corona 69 Telecommuting 70 Virtual Teams 70 Remote Work Before Corona 71 Remote Work After Corona 72 51
x Contents 6 Managing Human Resources in the “Gig Economy” 75 WILLIAM GARRISON AND BASHKER BISWAS Who Are “Gig Workers’’? 76 “Gig Worker” Mindset 77 The Strategic Importance of “Gig Workers” 77 Human Resources Processes Need to Be Different 77 “Gig Worker” Employment Contracts and Legal Status 78 “Gig Workers” and Human Capital Acquisition (Staffing) Processes 78 “Gig Worker” Compensation and Benefits 80 Performance-Based Payfor “Gig Workers” 81 Early Delivery Bonus 81 Cost Savings Bonus 81 Quality Bonus 82 Retention Bonus 82 Consultation Stipend 82 “Gig Worker” Training and Development 82 Online e-Learning Portals 85 Modified Employee Relations for “Gig Workers” 86 Integrating “Gig Workers” Into the Company Culture 87 How HR Can Benefit From “Gig Workers” 88 Ί Managing the Remote Employee ROBERT L. RAMIREZ Benefits of a Remote Workforce 89 Challenges of Remote Working 90 Remote Issue #1 — Lack of Face-to-Face Supervision 90 Remote Issue #2 — Lack ofAccess to Information 90 Remote Issue #3 - Social Isolation 91 Remote Issue #4 ֊ Work From Home Distractions 91 Strategies for Managing the Remote Employee 91 Strategy #1 — Clarify Goals 92 Strategy #2 — Schedule Regular Virtual Meetings 92 Strategy #3 — Humanize Good Communication, Not Products 93 Strategy #4 — Help the New Work Environment to Become the Norm 94 Strategy #5 — Track Your Employee’s Progress 94 Strategy #6- Increase Employee Recognition 95 Work From Home Softwarefor the Remote Employee 95 89
Contents 8 Corporate Cultures in The Digital Age ROBERT L. RAMIREZ Corporate Cultures and Cultural Intelligence in The Digital Age 99 National Cultural Differences 99 Workplace Involvement 100 Global Collaboration and Cultural Intelligence 100 Multigenerational Workforce 100 Corporate Culture and Religion 101 Avoiding Ethnocentrism and Prejudice 101 Corporate Culture Evolution From the Industrial Revolution 102 The First Industrial Revolution — The Manufacturing Age 102 The Second Industrial Revolution — The Technological Revolution 102 The Third Industrial Revolution - The Information Age 103 Today’s Fourth Industrial Revolution — The Digital Age 103 Corporate Culture Disruptors of The Digital Age 103 Digital Communities 103 Digital Collaboration With “Gig Workers” and Contractors 104 Globalization and a Diverse Workforce 104 C. Q. - The Key to Thriving in The Digital Age 104 Early Culture and Intelligence Theory 105 Multidimensional Construct Theory 106 Current Cultural Intelligence Theory 107 Generations in the Workforce Theory 107 New Opportunities for HR Professionals 108 Building High-Performance Teams (Virtual Teams) 108 Managing the Digital Environment 108 Solutions and Problem-Solving 109 How to Recognize, Avoid, and Stop Stereotype Biases and Threats 109 Recommendations for Practice 110 Recommendation #1 - Help Your Workforce Explore Their Own Cultural Beliefs 110 Recommendation #2 - Help Your Workforce Understand Other Cultures 110 Recommendation #3 — Help Your Workforce by Using Reverse Mentoring 111 Recommendation #4 ֊ Help Your Workforce by Using C. Q.
Assessment Tools 111 Succeeding in Today’s Global Marketplace 114 xi 99
xii Contents 9 Organizational Behavior in The Digital Age 117 ROBERT L. RAMIREZ Organizational Behavior 118 Organizational Citizenship Behavior 118 Pre-Digital Era Theories Leading to the Current Motivational Theories 118 Taylor Scientific Management Theory 119 Elton Mayo and the Hawthorne Studies 119 Maslow’s Hierarchy of Needs Theory 119 Herzberg’s Motivating Factors Theory 121 Motivation in The Digital Age 121 Leadership Theories Before The Digital Age 122 Autocratic Leadership 122 Participative (Democratic) Leadership 122 Free-Rein Leadership 123 Leadership in The Digital Age 123 Advantages of a Flat Organizational Structure 125 10 Green Human Resource Management 128 WILLIAM GARRISON A Rose by Any Other Name 128 "Earth Day and the Polling of America” 129 Could Business Leaders Be the Solution? 130 Corporate Social Responsibility and The Green Movement 130 Earth-Friendly Practices 131 Environmental Management Systems (EMS) 131 Why EMS E Not Enough and What Needs to Change 132 ESG Rating 133 Why, HR Is the Home of Green 133 Green Human Resource Management Framework 134 How Green HRM Improves Employee Engagement and Retention 136 Support of Senior Management 136 11 Employees as Owners BASHKER BISWAS Reviving Industrial Democracy 138 A Historical Perspective 139 Labor-Management Collaboration 141 The "Ascendancy of the Common Man” 141 The Cooperative Movement 141 Industrial Democracy in America 142 138
Contents xiü The Death of Industrial Democracy 143 A Second Look 144 Employee Stock Ownership Programs 144 The History ofEmployee Ownership 144 Employee Ownership Basics 145 Benefits of Employee Ownership 145 How Common Is Employee Ownership? 145 What Is a Gain-Sharing Plan? 146 The Scanlon Plan 146 The Rucker Plan 146 Advantages and Disadvantages of Gain-Sharing Plans 147 12 Managing Rewards in The Digital Age 149 BASHKER BISWAS Traditional Compensation 149 Base Salary 150 Incentive Compensation 151 Equity Compensation 152 Sales Compensation 152 Expatriate Compensation 152 Risk Benefits 153 Retirement Benefits 153 Prerequisites 153 Current Practices That Do Not Work in The Digital Age 153 Issues With Job Evaluation Compensation 153 Issues With Market Pay 154 Issues With Performance Pay 155 The Needfor Change 156 The Impact of Digital Technology on Reward Systems 157 Design of Pay Frameworks 159 The Career Model 159 The Market Model 160 The Retention Model 160 The Contribution Model 160 Redesigning Executive Compensation 161 13 The Human Cloud BASHKER BISWAS The Human Cloud 163 Human Cloud Service Arrangements 164 Geographical Flexibility 164 Management and Administrative Efficiency 164 163
xiv Contents Elements of the Human Cloud 1 65 Crowdsourcing 165 Online Work Services 166 Online Staffing Platforms 166 The Evolution of the Human Cloud 167 The Facilitator Model 167 The Arbitrator Model 168 The Aggregator Model 168 The Governor Model 169 Key Human Capital Concerns and Issues in the Context of the Human Cloud 170 Keeping Quality in Check 172 Project Failure and Intellectual Property Leakage Concerns 172 What Will Happen Next? 174 14 The Obsolete Labor Laws 176 BASHKER BISWAS The First Angle Enhancing Labor Unions 176 Collective Bargaining 176 The Obsolete Laws 176 The Second Angle: Update Union Wins or Eliminate Them 178 Industrial֊Era Labor Laws Are Less Attractive to Workers 178 Merging of Management and Worker Roles 179 The U.S. Congress and the RAISE Act 180 Updating Working Conditions Legislation 181 AB5 in California 181 Labor Law Implications for the Post-Covid Work Environment 183 15 People Analytics and Measurements BASHKER BISWAS Current Trends in Data Analytics 187 Human Resource Analytics 188 What Is HR Analytics? 188 The History of HR Analytics 189 The Saratoga Institute Initiative 190 HR Analytics and Measurements Explained 190 The Benefits of HR Analytics 192 Latest HR Metrics 192 Turnover Forecasts 192 Employee Engagement 192 Diversity Hiring Rate 192 Strategic Management Metrics 193 187
Contents XV Improve Your Talent Processes With HR Analytics 194 Exit Surveys 194 HR Analytics Software 194 An HR Analytics Example: Analyzing the Financial Impact of Employee Engagement 195 HR Analytics Dashboard 195 Predictive HR Analytics Trends 196 HR Measurements 196 Human Resource Metrics Data Comparison 198 16 The Human Asset Lifecycle Model (HALM)© 201 BASHKER BISWAS The Casefor Change 201 The Era of Human Asset Capital Management 204 The Human Element of Labor: Costs or Expenses? 204 A Fleeting Intangible Asset 206 The Human Asset Lifecycle Model (HALM)© 207 Closing Remarks 209 Index 210 |
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Enriched with cases that illustrate both well-adapted and badly-adapted organizations, as well as helpful summaries and thought-provoking challenges, this book is an essential resource for all those who aspire to great people marc:leadership in their organizations, including HR professionals, instructors, and upper-level students</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Personalentwicklung</subfield><subfield code="0">(DE-588)4121465-1</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Digitalisierung</subfield><subfield code="0">(DE-588)4123065-6</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Humanvermögen</subfield><subfield code="0">(DE-588)4240300-5</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="689" ind1="0" ind2="0"><subfield code="a">Humanvermögen</subfield><subfield code="0">(DE-588)4240300-5</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="1"><subfield code="a">Personalentwicklung</subfield><subfield code="0">(DE-588)4121465-1</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="2"><subfield code="a">Digitalisierung</subfield><subfield code="0">(DE-588)4123065-6</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2=" "><subfield code="5">DE-604</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Garrison, William</subfield><subfield code="e">Verfasser</subfield><subfield code="0">(DE-588)1274257611</subfield><subfield code="4">aut</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Ramirez, Robert L.</subfield><subfield code="e">Verfasser</subfield><subfield code="0">(DE-588)1274257948</subfield><subfield code="4">aut</subfield></datafield><datafield tag="776" ind1="0" ind2="8"><subfield code="i">Erscheint auch als</subfield><subfield code="n">Online-Ausgabe</subfield><subfield code="z">978-1-003-12227-2</subfield></datafield><datafield tag="856" ind1="4" ind2="2"><subfield code="m">Digitalisierung UB Bamberg - ADAM Catalogue Enrichment</subfield><subfield code="q">application/pdf</subfield><subfield code="u">http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=033933110&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA</subfield><subfield code="3">Inhaltsverzeichnis</subfield></datafield><datafield tag="999" ind1=" " ind2=" "><subfield code="a">oai:aleph.bib-bvb.de:BVB01-033933110</subfield></datafield></record></collection> |
| id | DE-604.BV048556842 |
| illustrated | Not Illustrated |
| index_date | 2024-07-03T20:58:47Z |
| indexdate | 2024-07-10T09:41:24Z |
| institution | BVB |
| isbn | 9780367641283 9780367641290 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-033933110 |
| oclc_num | 1346076347 |
| open_access_boolean | |
| owner | DE-706 DE-473 DE-BY-UBG DE-188 |
| owner_facet | DE-706 DE-473 DE-BY-UBG DE-188 |
| physical | xxvii, 220 Seiten Diagramme Breite 156 mm, Hoehe 234 mm |
| publishDate | 2023 |
| publishDateSearch | 2023 |
| publishDateSort | 2023 |
| publisher | Routledge |
| record_format | marc |
| spelling | Biswas, Bashker D. 1944- Verfasser (DE-588)1030274177 aut The new world of work people leadership in the digital age Bashker "Bob" Biswas, William Garrison, and Robert L. Ramirez London ; New York Routledge 2023 xxvii, 220 Seiten Diagramme Breite 156 mm, Hoehe 234 mm txt rdacontent n rdamedia nc rdacarrier Arguing that a functional approach to Human Resource Management is fast becoming obsolete, this book explores the many areas of accelerated change in the workplace and how business marc:leaders must evolve their thinking to meet the needs of their workers and managers alike. With a clear focus on the accelerations caused by Covid-19 and how technological platforms have enabled working practices and business continuity, the book effectively lays the groundwork for a changed but well-functioning people management system. The authors present the new model of Strategic Human Asset Lifecycle Management that incorporates the drastic changes in how jobs are designed, how human talent is acquired, how work is performed, how work is rewarded and conditions set, and crucially, how labor laws must change - all to meet the fast-moving requirements of a digitized world. Enriched with cases that illustrate both well-adapted and badly-adapted organizations, as well as helpful summaries and thought-provoking challenges, this book is an essential resource for all those who aspire to great people marc:leadership in their organizations, including HR professionals, instructors, and upper-level students Personalentwicklung (DE-588)4121465-1 gnd rswk-swf Digitalisierung (DE-588)4123065-6 gnd rswk-swf Humanvermögen (DE-588)4240300-5 gnd rswk-swf Humanvermögen (DE-588)4240300-5 s Personalentwicklung (DE-588)4121465-1 s Digitalisierung (DE-588)4123065-6 s DE-604 Garrison, William Verfasser (DE-588)1274257611 aut Ramirez, Robert L. Verfasser (DE-588)1274257948 aut Erscheint auch als Online-Ausgabe 978-1-003-12227-2 Digitalisierung UB Bamberg - ADAM Catalogue Enrichment application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=033933110&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Biswas, Bashker D. 1944- Garrison, William Ramirez, Robert L. The new world of work people leadership in the digital age Personalentwicklung (DE-588)4121465-1 gnd Digitalisierung (DE-588)4123065-6 gnd Humanvermögen (DE-588)4240300-5 gnd |
| subject_GND | (DE-588)4121465-1 (DE-588)4123065-6 (DE-588)4240300-5 |
| title | The new world of work people leadership in the digital age |
| title_auth | The new world of work people leadership in the digital age |
| title_exact_search | The new world of work people leadership in the digital age |
| title_exact_search_txtP | The new world of work people leadership in the digital age |
| title_full | The new world of work people leadership in the digital age Bashker "Bob" Biswas, William Garrison, and Robert L. Ramirez |
| title_fullStr | The new world of work people leadership in the digital age Bashker "Bob" Biswas, William Garrison, and Robert L. Ramirez |
| title_full_unstemmed | The new world of work people leadership in the digital age Bashker "Bob" Biswas, William Garrison, and Robert L. Ramirez |
| title_short | The new world of work |
| title_sort | the new world of work people leadership in the digital age |
| title_sub | people leadership in the digital age |
| topic | Personalentwicklung (DE-588)4121465-1 gnd Digitalisierung (DE-588)4123065-6 gnd Humanvermögen (DE-588)4240300-5 gnd |
| topic_facet | Personalentwicklung Digitalisierung Humanvermögen |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=033933110&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
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