4 - Strategy

Question 1

perspectives of strategic HRM

Answer 1

universalist approach

fit/contigency approach

resource-based view

Question 2

universalist approach

Answer 2

one model - applicable to all

• based on assumption that all managers have to do is apply certain set of practices (unitarist)

Question 3

fit/contingency approach

Answer 3

based on idea that HRM should be aligned w/:

• organizational strategy (internal)
• context of the organization (external)

HR cycle: shows how selection, appraisal, development + reward can be mutually geared to produce the required employee performance

Question 4

criticism of fit/contingency approach

Answer 4

simplistic response

dependence on rational strategy

link b/w org strategy + HR strategy is just one-way

theoretical assumptions that are rarely achieved in practice (ex: stability)

Question 5

resource based view

Answer 5

concerned w/ the relationships b/w internal resources,
strategy + firm performance

• human capital (HR) as source of CA

Question 6

resource criteria to sustain competitive advantage

Answer 6

VIRN

• valuable
• inimitable
• rare
• non-substitutable

Question 7

relationships b/w organizational strategy + HR strategy

Answer 7

separation model
fit model
dialogue model
holistic model
HR driven model

Question 8

fit model

Answer 8

HR designed to fit w/ business strategy

• recognition of the importance of people = implementers of strategy

Question 9

dialogue

Answer 9

two-way communication before decision on strategy is made

Question 10

holistic

Answer 10

mutual development + integration which aligns both HR and business aims

people are seen as key to competitive advantage, not just implementers of strategy

Question 11

HR driven

Answer 11

HR strategy drives the organizational strategy

• human capital = CA
• supports idea of resource based firm