HRM

Question 1

How is PM or HRM viewed nowadays in the era of globalization?

Answer 1

As a source of competitive advantage.

Question 2

What are human assets according to Coff?

Answer 2

Key source of sustainable advantage because of causal ambiguity and systematic information making them inimitable.
(causal ambiguity = kauzální nejednoznačnost)

Question 3

What does Guest say about management trusting their workers and giving them challenging assignments?
What do employers respond with?

Answer 3

1. high motivation
2. high commitment
3. high performance

Question 4

When was industrial revolution and people management in the centre of discussion?

Answer 4

In 19th century.

Question 5

When was the genesis of PM?

Answer 5

In earl 20th century.

Question 6

When was new HRM concept discussed?

Answer 6

In early 20’s.

Question 7

What happened in the 60’s?

Answer 7

There was a profound theoretical evolution of PM to HRM.

Question 8

How people management originated? When and where?

Answer 8

In the UK in the 19th century amidst the factory conditions of the first Industrial revolution.

Question 9

Where does the term HRM belong?

Answer 9

To North America in late 10’s and early 20’s.

Question 10

What’s personnel management according to Armstrong?

Answer 10

PM obtains, organizes and motivates human resource and is required by the enterprise.

(personnel management = personální řízení)
(obtaining = získávání)

Question 11

What kind of management is HRM and what is its job?

Answer 11

HRM is strategic management. It leads a firm to achieve its goals through:

1. motivating the employees
2. rewarding the employees.

Question 12

What are the driving forces of HRM?

Answer 12

1. knowledge
2. skills
3. abilities
4. initiatives of human capital

Question 13

Which one of the driving forces is the most major and vital?

Answer 13

Knowledge.

Question 14

What are the key differencies between HRM and PM?

Answer 14

HR:

• more people oriented
• employees = mutual benefit
• organisational procedures and rules
• long term, proactive, strategies

PM:

• more administrative oriented
• employees = organisational benefit
• personnel procedures and rules
• short term, ad hoc, reactive, marginal.

Question 15

What does competitiveness of a firm mean?

Answer 15

A firm’s ability to maintain and gain market share in its industry and firm’s effectiveness to satisfy the needs of stakeholders.

(stakeholders = zúčastněné strany)

Question 16

When can a firm achieve competitive advantage?

Answer 16

If firm has adequate knowledge workers and if it realises the importance and utility of knowledge.

Question 17

What is source of competitive advantage?

Answer 17

Knowledge.

Question 18

Describe the categories organisational knowledge consists of.

Answer 18

1. explicit codified knowledge

2. tacit knowledge (not codified, in minds of employees).

Question 19

What is the role of tacit and explicit knowledge in a firm?

Answer 19

They create a new knowledge through internalisation, externalisation and motivating the human behaviour.
They enable a firm to sustain its competitive advantage.

Question 20

How can a firm expand the levels of its competencies?

Answer 20

Through HRM and organisational strategies, which can:

• promote and tie-by building activities between individuals, groups…
• modify the technological interdependencies to enhance the diffusion of unspoken knowledge
• enhance employee’s initiatives by rewarding and engaging them in knowledge sharing