Scope and nature of HRM & HRD Flashcards
How can HR maintain importance?
Rees & McBain
Participate in strategic decision making
Develop capability of line managers
Focus externally
Become proactive adviser not reactive supporter
What is HRD?
Stewart & McGoldrick
Activities and processes intended to have an impact on individual and organisational learning
According to Rao how can HRD show added value?
Recognise stakeholder expectations
Ensure good ROI
Focus on activities that generate intellectual capital
Involvement in policy making
What does Henderson say about HRD?
Can help organisation become learning organisation but need to link learning with performance
What is the balanced scorecard?
Assesses HR contribution
Learning & growth
Customer
Financial
Internal business processes
What are the motives of HRM?
Boxall & Purcell
Cost effectiveness
Legitimacy
Autonomy
Flexibility
Legal employment practice expert
Developing people
What do Gubbins & Garavan say about HRD?
Traditionally focuses on identifying, selecting & evaluating training programmes
What are the hard & soft models of HRM?
Hard - using employees to gain competitive advantage
Soft - emphasising commitment and engagement and aligning interests of employees and managers
What is the Bath model of HRM and innovation?
Provides contextual factors such as culture and trust as platform from which innovative outputs can occur
Employees work in teams and so need good working relationships to add value
What is the best fit model?
HR emerges from external factors and HR need to find best fit
How can an organisation achieve strategic fit?
Vertical integration - aligning HR strategy to organisational strategy
Horizontal integration - aligning HR activities to support other HR activities
What do Wang & Shyu say about strategic fit?
Important to have strategic fit between HR strategy, HR practices and organisational strategy
What is strategy?
De Wit and Meyer - a course of action for achieving organisations purpose
What did an IRS study find about line managers?
HR take lead apart from when universally applied
HR feel line managers ineffective and that training should be compulsory
Why adopt the business partner model?
CIPD
Cost efficiency
Accelerating competition through employees
Rising expectations of HR
What are the counter arguments to business partnering?
Pitcher - does not result in strategic thinking only change in title
Deloitte report - inability to convince senior managers that HR can contribute to strategic debate
What is the business partner model?
4 key roles HR need to adopt
Strategic partners
Administrative expert
Employee champion
Change agent
What is Ulrich’s 3 legged stool?
Shared services
Centres of excellence
Strategic partners
What is HRM?
Boxall and Purcell - anything to do with managing employment relationship
Storey - approach to managing relationship that seeks to gain competitive advantages through development of capable and committed employees
What does Ulrich say about the role of HR?
To assess resources and determine how best to transfer to client productivity
What is strategic HRD?
Beer & Spector
A proactive system wide intervention linked to strategic planning and cultural change
What are some of the characteristics of HRD?
McCracken & Wallace
Shaping mission & goals Environmental scanning Strategic partnerships with line managers Strategic partnerships with HRM Top management leadership
