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SHRM > Chapter 2: SHRM and Context > Flashcards

Chapter 2: SHRM and Context Flashcards

1
Q

Which 2 notions are important in SHRM?

A

Fit and alignment

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2
Q

What does ‘best-fit school’ advocates?

A

HRM is more effective when its aligned with its internal and external context

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3
Q

What does ‘best-practice school’ advocates?

A

universalistic perspective: all firms will be better off if they identify and adopt ‘best practice’ in the way the manage people

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4
Q

What are Pfeffer’s 7 HR practices for building profits by putting people first?

A
  1. Selective recruitment and selection
  2. Extensive training
  3. Performance-related pay (PRP)
  4. Teamworking - a way to break through the hierarchical model
  5. Information sharing and communication
  6. Reduction of status differences
  7. Employement security - in most countires its embedded through legislation
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5
Q

Pfeffer is part of which school?

A

Best-practice school

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6
Q

What is the best-practice proposition criticized for?

A

lack of attention to contectual factors

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7
Q

What are the strenghts of B-P model?

A

Simplicity and clarity

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8
Q

What is the B-P proposition?

A

specific HR practices are universally applicable and successful when used

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9
Q

What is the B-F proposition?

A

Success can be reached only through appropriate fit between HRM and its context

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10
Q

What is context?

A

The set of facts or circumstances that surrounds the organization

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11
Q

What is internal context?

A

Org’s unique history, administrative heritage, and org culture

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12
Q

What is external context?

A

the outside mechanisms that effect the og or even interact with it
2 general: market mechanism and insitutional mechanism

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13
Q

What is strategy?

A

org’s intention to achieve certain goals through planned alignment(fit) between the org and its environment

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14
Q

Where an we find the strategy?

A

In the strategic plan or documents such as annual report and the president’s letter

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15
Q

What is alignment and fit?

A

the principle of matching elements: context and org

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16
Q

Who made the distinction between general environment and population environment?

A

Deephouse

17
Q

What is general env?

A

all the market and institutional mechanisms that affect all org in a country

18
Q

What is population env?

A

the external context of an org that is dire

19
Q

What is strategic / vertical fit?

A

necessary alignment of the overall business strategy and the HR strategy; 4 linkages:

  1. administrative - lowest level
  2. one-way linkage - HR is affected by BS
  3. two-way linkage
  4. intergative linkage - full aligment
20
Q

What is the internal / horizontal fit?

A

The link between individual HR practicies .

HR system approaches build upon this fit

21
Q

Who warns us about the deadly combinations of HR practises?

A

Delery

22
Q

What is the organizational fit?

A

The alignment between HRM and other org systems and configuration

23
Q

What is the environmental or institutional fit?

A

The link between HR strategy and the institutional environment of an organization

24
Q

What are the 3 types of institutional mechanisms according to DiMaggio and Powell?

A
  1. Coercive - legislation and procedures
  2. Normative - professional norms and routines
  3. Mimetic - result of uncertainty or fashion
25
Q

What is strategic choice according to Child?

A

the defree of leeway in strategic decision making.
2 extremes:
hyper-determinism (no leeway) and hyper-voluntarism (maximum leeway)

26
Q

When there is larger room to manoeuvre (Paauwe)?

A
  1. market growth
  2. limited number of relevent stakeholders
  3. limited laws etc
  4. capital-intesive org context
  5. large financial buffers
  6. monopolist org
27
Q

What are the 6 components of the strategy scan?

A
  1. external general market context - macroeconomic situation and labor market conditions
  2. external population market context - competition, etc
  3. external general institutional context - country legislation, etc
  4. External population institutional context - nature of CBAs, influence of social partners
  5. Internal organization context - history, culture,technology
  6. HR strategy
28
Q

What are the trends in European labor market?

A
  1. increased attention to flexicurity
  2. aging population
  3. need for increasing the woman labour through flexible arrangements
29
Q

On which 5 high performance work practices, does HR strategy scan focus on?

A
  1. Recruitment and selection
  2. Training and development
  3. Appraisal and Performance management
  4. Compensation
  5. Employee participation
30
Q

What distinction do Baron and Kreps make?

A

between single employee consistency, among employee consistency and temporal consistency

31
Q

What is consistency among employees?

A

the extent to which the HR policies and practices are equally distributed among employees who have similar tasks and jobs in the organization.

Inconsistency may occur when 2 people with the same tasks recieve different payment

32
Q

What is temporal consistency?

A

the degree to which HR policies and practicies remain relatively stable over time.

33
Q

What is the adaptation fit?

A

The degree to which an org is capable of changing its HR strategy and policies to changes in the internal and external context

34
Q

What is organizational field?

A

a community of organisations that partakes of a common meaning system and whose participants interact more frequently and fatefully with one another than with actors outside the field

35
Q

What is the value of the 6 component model?

A
  1. Instrument for context analysis
  2. evaluation of Fit of Current HRM-Strategy
  3. Determine the Need to Develop a New HRM-Strategy, Policy and Practices
  4. Analyse and Explain Differences in HRM-Policies of Organisations
  5. Understand Similarities and Differences in the Adoption Responses Between Multiple Stakeholders in a Case Organization.
  6. Decting Tensions due to Contradicting Trends (e.g., market and institutional trends).

SHRM (14 decks)

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