Chapter 1: The Non-HR Manager

Question 1

What is Human Resource Management?

Answer 1

It is the overall process of managing people in organizations.

Question 2

What is devolution?

Answer 2

This is the process in which responsibility for integration of people management in daily practices is shifted to line managers while HR-managers are responsible for planning and developing large picture HR initiatives

Question 3

What are the benefits of devolution?

Answer 3

1. Line managers are the ones working with the people on a daily basis
2. Employees experience more managerial support when HR activities are handed to line managers
3. Messages from HR events are more personally meaningful coming from line managers
4. Increases employee satisfaction, ability to attract talent and reduces turnover rates in the long run

Question 4

What is the Risk of devolution?

Answer 4

Line managers could introduce HR practices that are not endorsed by the HRM department. This cross-unit variation can reduce effectiveness of HR practices

Question 4

What does the LESS-framework stand for?

Answer 4

L = Local context
E - Experience
S = Stakeholders
S = Scientific evidence

Question 5

What does Stakeholders in the LESS-framework stand for?

Answer 5

consider the impact of your actions on others, especially your employees.

Question 5

What is meant by the Local Context in LESS-framework?

Answer 5

Use facts and data from your local organizational context to identify and solve problems in people management.

Question 5

What does EBHR stand for?

Answer 5

This stands for Evidence-Based Human Resources. which is a decision-making process integrating the best available, critically appraised evidence from multiple resources

Question 6

What does the Experience in the LESS-framework stand for?

Answer 6

Managers tend to rely no professional experience and expertise; might prevent use of other sources in decision-making process

Question 7

What does the Scientific Evidence in the LESS-framework stand for?

Answer 7

It emphasizes the importance of using solid academic resources

Question 8

What is the central idea of the Leader- Member Exchange (LMX)?

Answer 8

leaders develop unique, distinct relationships with each employee.

Question 9

Name two important points emphasized by the Leader- Member Exchange Theory?

Answer 9

• Employees with high-quality relationships find their work more enjoyable and are more committed. It is crucial to the success of organizations to develop high-quality relationships with each employee.
• Employees with low-quality relationships can affect the effectiveness of your entire team

Question 10

Name two things you cannot control in your relationship with employees?

Answer 10

• Employee competence and behaviour: it is easier to develop high-quality relationships with kind, intelligent people.
• Similar characteristics: high-quality relationships are built on shared values, ideas etc. That’s why managers need to pay attention to value-based fit in recruiting

Question 11

Why does managing your relationships with employees matter as managers?

Answer 11

Many employees see their managers as the key representatives for the company, so their relationships with their managers will determine their opinion about the company.