Thesis Statement: Advances in technology along with shifts in the nations" social structure heavily impact the workplace environment, creating a need for new management models in Human Resources.
I. The Changing Workplace.
A. An Historical Perspective of Jobs in America.
B. Jobs in the 21st Century.
II. Identifying Corporate Needs.
A. The Emergence of Human Resource Management as a Component of General Management.
B. Corporate Expectations.
III. Developing Human Resource Policy.
A. What HRM Professionals Have to Say.
IV. Identifying Worker Needs.
A. Family VS Work .
B. The Working Environment.
C. Benefits and Compensation.
V. Where to From Here? - HRM Models for Innovation.
A. Motivation Theory.
B. Alternate Work Systems - a Comparrison Table.
This paper is written from the perspective that Human Resource Management (HRM) practices are continually evolving to meet the changes of dynamic work environments. New technologies, increasingly rapid exchanges of information, social paradigm shifts and the restructuring of family systems contribute heavily to the need to find and apply methods of HRM that meet the needs of industry, workers and consumers. To do so effectively, vision and creativity are required in addition to on-going awareness of the bottom line.
The Changing Workplace.
At the opening of the 20th century, the majority of jobs in America were held in two areas, agriculture and industry. Population distribution tables for that time demonstrate that most of the nation inhabited rural areas rather than urban areas. This continued to be the trend up until WWII, when men left the country to fight and women left rural America to fill factory jobs as their contribution to the war effort. This movement was the beginning of nationwide workplace and societal changes that have accelerated during the last half of the 20th century.
The move from rural to suburban environments changed the way we did business as a nation.
