Factors Affecting Hr in Canada

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Looking at the broader context in which Canadian organizations operate, strategic human resource management (SHRM) can address a number of economic and non-economic factors. In terms of economic factors, Canadian organizations must overcome the challenges of globalization. These organizations must face increasing international competitors and growing market opportunities abroad. To overcome these two obstacles and remain competitive, organizations in Canada are opening new plants abroad in order to be closer to customers and cut labour costs. A competitive advantage for Canada is its multicultural workforce, which aids in dealing with other countries and cultures, anticipating their needs or concerns, and being proactive in responding to them. In addition, other countries have been improving their productivity at a faster pace than Canada. This places cost pressures on Canadian organizations, as they are trying to improve productivity, but also maintain high quality of life for employees. Technological innovations have already created shifts in our lifestyles and will continue to steer more shifts. There are two major shifts that have transformed Canadian organizations. First, computerization has changed the way we work, play, and learn. Access to information has enabled organizations to process information in a more timely manner; large volumes of data can be processed at a great speed. Second, automation, or the automatic control of processes or systems by mechanical or electronic devices, has eliminated routine jobs. This has created a need for highly skilled programmers. The push for speed, flexibility, better customer service, increased productivity, and higher standards are just a few of the reasons why Canadian organizations are choosing to automate numerous activities. Furthermore, a number of demographics trends place challenges on Canadian organizations in terms of human resources management. Examples of these trends include an increasing number...
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