The different management styles and the consequences of the crisis on human resources

Résumé du document

The global economy is floundering. All over the world, companies are struggling, from global corporations with worldwide market shares to mom-and-pop shops that employ a handful of people. This present context has an impact on the management of teams. This situation increases difficulties that are already there and bring in others. Managers start to see the immediate consequences on the management of staff and also on the management of the budget. Among the most important repercussions related to the crisis, we can notice the deterioration of the social climate and also of the teams' performance. Thus, employees lose their motivation. In the point of view of companies, they don't communicate enough on the action conducted and they trust the manager's practices. Companies think that they will recover from the crisis by management tools and some other companies adapt their management to this actual situation in order to apprehend the economic crisis. This adaptation will depend on a company's situation.

Extraits

[...] Describing the “perfect candidate” for the job is necessary to avoid wasting time and do the job effectively, time is crucial. Thus companies can differentiate candidates and make the right choice. They have to recruit the right number of people, in the right place, at the right time, with the right KSAs (Knowledge, skills, and attitudes) They have also to know where to put the ad for the job, in order to attract the ideal applicant who will help the company to recover from this crisis. Nowadays, we can say that E-Recruitment is a trend. [...]

[...] Companies have to show that they focused on them, rather than on their selves, thus they will trust them. Google give free food, a free gym, ski trips, flexible hours and bosses who don't like being called boss motivate employees. D. Employee relations Nowadays, trade-union plays an important role in order to protect employees' rights, especially with several layoffs in this downturn. Unfortunately, the relationship between employers and employees has been damaged: on the one hand employers want to reduce cost and modify the working conditions; on the other hand employees want to protect their rights (working hours, benefits and so on). [...]

[...] According to the Boston Consulting Group most companies focus on reducing costs: on recruitment ; on company events, travels ; on bonuses linked to company performance ; Laying off temporary employees ; Laying off regular employees ; on individual training ; on technical training ; Out of these 7 bullet points are related to recruitment and training. During economical downturns, the RH department has to manage the workforce and the remunerations. Therefore their main task is to limit the impact of the crisis on the job and maintain a favorable social climate. Most companies have reduced significantly their training and development methods spend from their budget in order to reduce costs and increase short-term profit. [...]

[...] And we saw before, companies have to maintain key performance and teams' motivation, develop management's capability, and also reduce costs. Hopefully, one day companies will begin to improve after this global recession. When and how? Nobody can decide of the extension of this big recession. Appendicies Appendix The importance of motivation Employees' needs are different; they can be strong, weak and are influenced by environmental factors. Thus, human needs vary over time and place. Maslow hierarchy of needs: For instance, security groups economic (wages and salaries), psychological (solving employees' problems) and physical (working conditions) needs. [...]

[...] Two principles governing the duty of shareholders: The duty of care, they must keep abreast of the situation now; The duty of fair dealing, members must be loyal to the company and do not base their decisions on their personal interest; II. Overview of the impact of the economic crisis Figure.1. Schematization of the economic crisis effect on organizations and HR activities III. The consequences of the crisis on the hrm functions A. HR planning 15 years after its creation, the Devoteam Group became the in Europe of advice and engineering in information technologies, specialized in infrastructure of the information system. Because of the crisis this company knows a slowdown. [...]