HRM Revision (end Of Lec 2 + 3)

Question 1

Best fit v best practice

Answer 1

Best practice perspective :

• Existence of a set of HRM practices that lead to superior organisational performance
• related to high performance work systems (ideal combination of practices )

Best fit perspective :

• Importance of fit between HRM practices and internal and external context
• Effect if HRM practices dependant on for example fit with organisational strategy

Is HRM moving towards beat practices with globalisation and increasing knowledge in the effectiveness of HRM practices :

HRM moving with globalisation
Each country has own norms and values
Culture will always impact HRM practices

Question 2

Perspectives on HRM (alcazar)

Answer 2

Universalistic
Configurational
Contingent
Contextual

Question 3

Factors affecting IHRM policies and practices

Answer 3

National level factors - culture, institutions and the national business system

Home (parent country) factors :

• domestic cultural,legal,political, and economic factors and dynamic business environment
• MNCs deeply rooted in national business systems of country of origin (country of origin effects)

Contingent factors : organisational age, size, structure, ownership, stage of internationalisation, life cycle stage, trade union presence and stakeholder interests

Organisational factors: corporate and HRM factors

Firm specific factors - senior managements attitudes towards internationalisation/international strategy, structure and corporate culture of the firm ; policies relating to primary HR functions and internal labor markets

Question 4

Directional and final convergence

Answer 4

Directional - convergence increases In:

• strategic potential HR department
• HR professionalisation (HR talent for the future)
• individualisation of employee relations
• increased info to employees
• contingent compensation systems

No convergence :
Staff ratio
Employee relations

Final convergence :
HR configuration
HRM practices

Question 5

So….

Answer 5

Some HRM aspects applicable in any country and any circumstances (every org in every country offers basic HRM practices such as recruitment,payment )

National HRM level can be different due to cultural and institutional differences between countries

This means universal ‘best practice’ approaches to HRM should always be considered critically (appropriate for other environments)

Signs of these national differences reducing, but the best evidence says they remain critical

Globalisation seems to be creating some common trends in HRM is not reducing the difference between countries in which the way HRM is managed and conducted

Question 6

Aging workforce and war for talent

Answer 6

Relevant hrm practices

R&S T&D (Aging workforce)

War for talent : “talent management is the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to the organisation, either in view of their Hugh potential for the future or because they fill critical operational roles “

Question 7

Flexibility and work life balance

Answer 7

Flexibility - begins with the employer or manager who considers what is required to new Fluctuations in throughout or demand

Company based - needs of employer to meet client and production needs (overtime, weekend work etc)

Individual flexibility - needs of employees (breaks, days off etc)

Work life balance - begins with employee, as employers and managers seek to interpret and accommodate employees needs and situations in light of organisational objectives

Question 8

Business case for work life balance

Answer 8

Benefits :

• higher productivity and competitiveness
• increased flexibility and customer service
• raised morale ,motivation and commitment
• reduced absenteeism
• Improved recruitment of diverse workforce
• wanting to be employer of choice
• meeting legal requirements

Flexible working, home/tele working, job sharing, term time working, flex time , annualised hours , zero hours etc

How to improve WLB:

• Processes for work organisation(work and responsibilities divided up)
• Technology (work from home using mobile tech?
• HR systems (appraisal, recruitment, succession planning and training support act as a barrier or support WLB)

Question 9

Role of HRM practices across countries

WLB and flexibility

Answer 9

WLB and flex influenced by :
Culture, financial and corporate governance arrangements, legislation, training provision, multi employer agreements and trade union involvement, consultative arrangements

Outcomes :

• Attitudinal outcomes : work engagement, commitment
• Behavioural outcomes: organisational citizenship bevahiour
• Performance outcomes : productivity, profit