E-lecture 1: Evidence-based HRM

Question 1

What is evidence-based HRM?

Answer 1

Concerns the use of scientific evidence and business information in making HRM-decisions in every stage of relationship cycle.

Question 2

What is HRM?

Answer 2

overall process of managing people in organizations and how to handle employees in an organization.

Question 3

What is the diefference between personnel management and HRM?

Answer 3

Originally there was Personnel management: employees were seen as a cost to the organization.

This developed into HRM, where employees are considered a crucial resource to gain a competitive advantage. Foster positive, functional work environment. Investing in people.

Question 3

What is strategic human resource management?

Answer 3

aligning HR-practices with one-another and with the organization’s strategy, improves performance of organization. Creating alignment not always possible due to lack of flexibility.

Question 4

What is vision?

Answer 4

what the organization expects to become at a particular time in the future

Mission and vision form the basis for the organization’s strategic choice and how to allocate resources.

Question 4

What is a strategy?

Answer 4

plan of action designed to achieve a set of objectives.

Question 5

What is a mission?

Answer 5

what the organization expects to do in order to become the organization it has envisioned.

Mission and vision form the basis for the organization’s strategic choice and how to allocate resources.

Question 6

What impact does a cost leadership strategy have on HR-decisions?

Answer 6

1. Narrow job roles to maximize efficiency
2. Hire and train specific skill sets
3. Performance-based compensation

Question 7

How can a swot be applied to HR-decisions?

Answer 7

• Internal analysis: S&W of current workforce
• External analysis: O&T: untapped labor pools, labor shortage etc.
• Which human resources are needed to achieve goals.

Question 7

What impact does a differentiation strategy have on HR-practices?

Answer 7

1. Broad job roles to maximize cross fertilization
2. Hire people that cooperate, are creative and reflective
3. Pay for market value of employee

Question 8

What is vertical alignment?

Answer 8

HR-practices match with a business strategy

Question 9

What is a horizontal alignment?

Answer 9

HR-practices are consistent among all departments.

Question 10

What does the LESS-model stand for?

Answer 10

• Local Context
• Experience
• Stakeholders: ensuring your decisions are fair, but also change management
• Scientific-Evidence

Question 11

What is primary data?

Answer 11

collected specifically for addressing our issue. Includes satisfaction surveys, focus groups and interviews etc. Expensive and time-consuming.

Question 12

What is secondary data?

Answer 12

data collected with a different or no primary purpose in mind and is still relevant. Can include business information or stats.

Question 13

Name the two criteria for scientific evidence?

Answer 13

1. Evidence was collected using scientific methods
2. Published in peer-reviewed journals.

Question 14

What are the 5 As of Evidence-based HRM?

Answer 14

1. Ask: Formulate a problem statement
2. Acquire: Search for evidence
3. Appraise: Evaluate evidence from all sources
4. Apply: Formulate a solid plan to solve the problem
5. Assess: Evaluate effectiveness of process and seek ways to improve

Question 15

What is a job analysis?

Answer 15

process to gather detailed information about various tasks and responsibilities involved in a position. It allows us to identify behaviours, skills, abilities etc. associated with successful performance in the role. Commonly used in all stages of employee relationship lifecycle. Includes education, decision-making authority, basic functions and scope of work tasks etc.

Consists of a job description and a person specification

Question 16

What is a job description?

Answer 16

outlines typical job duties and responsibilities

Question 17

What is a person specification?

Answer 17

outlines essential and desirable criteria for the person doing the job