Lecture 2 Strategic HRM Flashcards
What is the CIPD 2017 view of strategic HRM?
‘Strategic HRM supports long-term business goals and outcomes with a strategic framework. It focuses upon the long-term resourcing issues within the context of an organisation’s goals and the evolving nature of work, and informs other HR strategies, such as reward or performance, determining how they are integrated into the overall business strategy’
According to Boxall and Purcell (2003) what is the difference between strategic HRM and planning?
Strategic planning is a formal process outlining the way in which things will be done.
Strategy is about the organisation’s behaviour and is universal
What are Armstrong and Taylor’s 9 underpinning theories of HRM?
Commitment Motivation Resource based view Organisational behavioural theory Contingency theory Institutional theory Human capital theory Resource dependency theory AMO theory
What is contingency theory?
To be effective, HR policies must be consistent with other aspects of the organisation
What is institutional theory?
Organisations conform to internal and external environmental pressures in order to gain legitimacy and acceptance.
What is human capital theory?
Knowledge, skills, capacity to develop
What is resource dependency theory?
This is about how groups and organisations get power over each other by controlling resources
What is AMO theory?
Ability, motivation, opportunity
What are the 5 steps of the Strategic Management model?
1- Mission and goals 2- Environment analysis 3- Strategic formulation 4- Strategy implementation 5- Strategy evaluation
What does Storey (1989) say about the hard and soft versions of the HRM model?
Hard- the employee is an economic factor that must be controlled
Soft- the human side and the importance of investing in training and development and ‘commitment’ strategies
What does Ulrich say about strategic HRM?
It is ‘the process of linking HR practices to the business strategy’ (Ulrich, 1997)
What is strategic HRM rooted in?
HR planning
How do Bratton and Gold describe the psychological contract?
‘a metaphor that captures a wide variety of largely unwritten expectations and understandings of two parties about their mutual obligations’ (Bratton and Gold, 2012: 12)
What is the role of HRM?
To deliver through its people what the organisation wants to achieve.
What are Ulrich’s 4 key roles that HR managers must accomplish to add the greatest value to the organisation?
Strategic partner Change agent Administrative expert Employee champion (Ulrich, 1997)
What does a strategic partner do according to Ulrich (1997)?
Has a future/ strategic focus combined with processes
What does a change agent do according to Ulrich (1997)?
Has a future/ strategic focus combined with people
What does an administrative agent do according to Ulrich (1997)?
Operational focus combined with process
What does an employee champion do according to Ulrich (1997)?
Operational focus combined with people
What did Ulrich say in 1998 about HR?
‘HR should not be defined by what it does but by what it delivers- results that enrich the organisation’s value to customers, investors and employees’ (Urich, 1998).
What two categories can HR activities be divided into?
Transformational (strategic)
Transactional (service delivery)
What is the three-legged stool model?
This is the idea of delivering centres of expertise, business partner role and HR shared service centre
What two things are a key part of the HR role?
Policies and procedures
