Human Resources Management Flashcards
Chapter 1
Who developed The Harvard Framework?
Beer et al 1985
What are the 6 basic component of Harvard Framework?
Situational factors
Stakeholder interests
HRM Policy Choices
HR outcomes
Long term consequence
A feedback loop
What is situational factors?
Workforce characteristics, management philosophy and labor market conditions
What is stakeholder interests?
Compromises and trade offs. Harvard framework less unitarist than some of other model (Bratton & Gold, 2017). Unitarist manager assume common and cohesive interest are shared together.
What is HRM policy choices?
Employee influence, HR flow, reward systems and work systems.
What is HR outcomes?
The 4Cs: Commitment, competence, cost effectiveness and congruence. Issues connected with trust, motivation and skills. Greater employee influence = greater congruence.
What is long term consequence?
Individual well being, organizational effectiveness and societal goals. It also recognizes the role that employers play in helping to achieve wider societal goals: employment and growth.
What is A feedback loop?
Not conceived as a simple , linear sets of relationships between different components.
So, how does Harvard Framework works?
By treating the HRM as an entire system. HF is a positivist because they assume that dominant direction of influence. from broader situational and stakeholder interest through HR outcomes and long term consequence.
Who developed the Typology of Strategy and what is it about?
Whittington, 1993 . Whittington typology of strategy is to helps understand the complex and multidimensional ways in which strategy might be conceived.
What are the four fold typology?
Classical: profit maximising, deliberate
Evolutionary: profit maximising, emergent
Processual: pluralistic, emergent
Systemic: pluralistic deliberate
What is Classical typology?
Plan that senior managers design in logical professional way, aiming to make company competitive and profitable.
Only senior managers make plan.
Not much room for people in HR to change the choices in the plan.
More focused in managing employees and running daily operations while big strategy decided by top managers.
What is Evolutionary typology?
Strategy seen as product / market forces most efficient and productive organizations succeed.
Adapting and not planning: instead of making strict plans, company might focus on staying flexible, and just to changes in customer needs or market conditions to stay competitive.
What is Processual typology?
People are not the perfect planner.
2 features: 1)Strategies tend to evolve through process of discussion and disagreement between senior managers(Mintzberg, 1987).
2)Organizations often tensions and conflict; different department have their own goals but don’t always align.
In conclusion, this strategy can never be perfect.
What is Systemic typology?
Strategy shaped by social systems in which it is embedded. Class, gender, legal regulations and educational systems.
Plays major part in influencing the way employers and workers behave.
