HRM Revision Flashcards
5 core practices
Employee relations and collective communications
Recruitment and selection
Performance management
Training and development
Rewards
Employee relations and collective communication
Concerns matters of overarching employment and collective workforce policy such as collective bargaining and expressing the voice of the employees
Trends and challenges
Changing nature of work- tele working
EHRM
Importance of employee relations and collective Comms for employee commitment + retention -> exchange theory
Recruitment and selection
Recruitment concerns determining and presenting future employment staffing needs in conjunction with job analysis and HRM planning
Internal - career ladder (know employee qualities)
Agency(deliver me cvs)
Company websites
Educational institutions
Selection - identification the best possible person from a pool of applicants
Interview panel,1to1 interview, psychometric test,assessment centres , graphology
Trends + challenges :
War for talent
Unemployment v tight labour markets
Performance management
Conversations between line manager and employee about priorities and achievements
Also
HR designed practises to to align workforce with strategy
Trends and challenges : HRM analytics
Effects on outcomes : expectancy theory
Rewards
People largest single operating cost
Use rewards to motivate employees and/or engender commitment or engagement
T+C: bonuses , performance related pay , pay differences
Effects on outcomes : motivation theory, efficiency wage theory
Training and development
Training : planned + systematic modification of behaviour through learning events, programs and instruction….
Which enables individuals to achieve the levels of knowledge, skill and competence to work effectively
Development - growth or realisation of a persons ability and potential through the provision of learning and educational experiences
T+C: talent management, employability, learning organisation
Investing in employees = dilema (what if they leave )
Effect on outcomes : psychological contract theory
Three main approaches to HRM
Cross cultural management : HRM across cultures
International - issues related to management of Human Resources in MNCs
Comparative HRM- Differences/ similarities in HRM across cultures
Hrm and national context
Union representation-> collective labour agreement -> regulations within a certain country
Cross cultural approach - more collectivism-> more obliged to achieve goals / targets -> more inclined to serve common good
Being fired - how easy or hard to fire someone in a certain country (NL hard , US easy)
Wages - minimum , maximum
Relevance of international and comparative HRM
Business management has globalised
Growing extensity, intensity and velocity of global interactions associated with deepening impact (actions can have higher effects elsewhere )
Management should be international and outward looking
Requirement to compare and learn from different nations and cultures
MNCs need international management skills and knowledge transfer to subsidiaries
Strategic and governmental processes are international and global
Theoretical perspectives
Best fit v best practice
Universalistic, contingent, configurational and contextual
Contextually based HRM
More…
