Chapter 1: Introduction: HRM in 21st Century Flashcards
What can a structural vacancy stop result in?
Ageing wokforce and sometimes negative impact on employer brand, making it less attractive for newcomers
What are considered the organization’s most valuable assets?
The employees
For which types of organizations SHRM is growing in importance?
Dynamic and continious changing environment
What is the old economy?
Traditional industries (construction, motor industries, etc). Characteristics of work are: physical tasks, job design and work design based on mass production, many relatively low-skilled workers and high degree of unionization
What is the new economy?
IT-sector, telecommunication, financial institutions. Assets are less tangible; high knowledge intensity, web-based organizng, contacts through internet/intranet
What are characteristics of the new economy in developing countries?
Offshoring and outsourcing business activities
What is organizational change?
The process between 2 different situations that affect an organization and its HRM
What is competative advantage?
The relative stronger position of an organization in comparison to other organizations in the (georgraphical) region or in the same branch of industry
In what can competative advantage be reflected?
Financial and non-financial performance, including the reputation in relation to customers and potential employees
What shift was created with the rise of the new economy?
From (traditional) production to services
What is HRM?
Involves management decisions related to policies and practices that together shape the employement relationship and are aimed at achieving individual, organizational and sociatal goals
What is MicroHRM?
Covers the sub-functions of HR policy and practice, including recruitment and selection, induction and socialization, and training and development; FOCUS ON THE IMPACT OF SINGLE HR PRACTICES ON EMPLOYEE ATTITUDES AND BEHAVIORS
To what studies is MHRM related to?
Organizational behavior and occupational psychology
What is InternationalHRM?
HRM in MNCs and HRM across borders. Focus on shaping the employement relationship in an international context with special attention to HRM for expatrieates
What is StrategicHRM?
Focus on issues of linking the HRM to the business strategy, designing High-performance work systems (HPWSs) and adding value through good people management in an attempt to gain competative advantage. THE CONCEPT OF ‘FIT’ PLAYS CENTRAL ROLE
Who are stakeholders?
All groups inside and outside an organization that can affect its strategy and goals
Who are internal stakeholders?
Employees, line managers, top managment, and employee representatives
Who are external stakeholders?
Shareholders, financiers, trade unions, national government, local government, and other interest groups
What are the 3 perspectives of multidimedional SHRM model?
- multi-actor perspective
- broad societal view
- multi-level perspective
What is the multi-actor perspective?
takes into account multiple stakeholders
What is the broad societal view?
emphasis on different institutional contexts
What is multi-level perspective?
includes the individual employee perspective and the strategic organizational perspective
What are Paauwe’s 4 assumptions?
- HR are more than just “resources”
- HRM is not solely concerned with financial performance
- HRM focuses on the exchange relationship between employee and organization
- The shaping of employment relationship takes place in continious tension between the added value and moral value
What is ‘exchange relationship’?
The bargain between the employee and the employer, particularly with regard to efforts of the worker and rewards given by the employer
Which 4 contracts does the exchange relationship contain?
- Legal contract
- Transactional (economic)
- Pshycological
- Sociological
What is legal contract?
Determines the rights and obligations of both the employee and organization.
Legal elements: num of vacation days, term of notice, issues with regard to confidentiality
What is Transactional cotract?
How much effort the employee puts into the job reflected in the number of working days, and how much the employer will pay
What is psychological contract?
Concerns all things that are not written down, but expected from both actors
What is sociological contract?
Intangible contract that represent the social relationships employees have with each other
What are moral values?
The notion of employees as human beings with feelings, emotions, opinions, norms and values
Who discusses the distinction between hard and soft HRM?
Legge
What is hard HRM?
Mainly focuses on the economics
What is soft HRM?
Mainly focuses on the human side of organizing
What are Boxall and Purcell’s assumptions?
- HRM covers all workforce groups, including core employees, peripheral employees and contingent workers
- HRM invloves line and specialist managers, and is not solely aimed at employees
- HRM is all about managing work and people, collectively and individually
- HRM is embedded in industries and societies
What is a general HRM tendency?
To focus on valuable employees and minimize HR attention to peripheral workerrs
What are Anglo-Saxon and Anglo-American models?
Main focus is on creating stakeholder value in terms of profit and market value with little or no attention to other stakeholders (TU, work councils)
What are Rhineland models?
Acknowledges multiple stakeholders and their interests explicity taking into account amployee interests in terms of well-being and societal interests
What is the assumption of the balanced approach?
Org success can only be achieved when financial performance AND societal performance of an organization are above average in particular population in which the organization is operating
What is coercive mechanism?
Legislation, formal position of TU and work councils, and CBA’s
What perspective is likely to result in bad people management?
narrow and unitarist
What is balanced approach?
Blends the economic perspective with the institutional perspective in order to create a balanced and sustainable position within the org
What are Bolman and Deal 4 frames?
- Structural
- HR frame
- Political frame
- Symbolic
What are central concepts in Structural frame?
Rules, roles, goals, policies, technology, environment
Strong links with the strategic contingency approaches of the 60s and 70s
What are central concepts in HR frame?
employement relationship, needs, skills,
Stong psychological background and profile
What are central concepts in Political frame?
power, conflict, competition, and organizational politics
Strong emphasis on the different parties
What are central concepts in Symbolic frame?
culture, meaning, metaphor, ritual, ceremony, stories, and heroes
Strongly related to the cultural approaches of the 80s and 90s
Methaphors: carnival, temple, theatre
Which frames are largely neglected?
Political and symbolic
What are the interests of stakeholders on strategic organizational level?
shareholders - profits, growth, increased MV
Top management - reputation, shareholder V, long-term success
Financiers - ROI, financial health
Local gov- employement and environmental pollution
Nat gov - labor legislation and social legitimacy
Suppliers - Reliability
Custormers - costs, quality, and innovation
WC and TU - fairness, security, good working conditions
What are the interests of stakeholders on individual employee level?
Employees - security, fun, meaningful work, development and challenges
WC and TU - security, fairness and good working conditions
What are the interests of stakeholders on team and department level?
Managers - productivity, quality, innovation, and status
Schnable? characterize 21st century and spoke about I’s:
increasing internationalization, individualization, informailzation, informatization, intensification
