Unit 1: History of HRM

Question 1

When was ‘personnel administration’ and what are the characteristics?

Tasks
department viewed
workers viewed
Models

Answer 1

1910s-1930s

Tasks: selection & registry
Department viewed: inventory clarks (employee records)
Workers viewed: negaitvely (low value), production parts
Models: Scientific Management/ Taylorism

Question 2

When did ‘personnel management’ come about and what are the characteristics?

Tasks
department viewed
workers viewed
Model

Answer 2

1930s - 1960s

Tasks: employment, compensation, training, labor, relations
Department viewed: Staff, reactive
Worker viewed: Adverse, costly, counsel workers needs
Model: Human relations (Mayo)

Question 3

When did ‘HR management’ come about? what are the characteristics?

Tasks
department viewed
workers viewed
Model

Answer 3

1960s-1980s

Tasks: Selection, training, careers, rewards, QWL, labor relations
Dv: increasing imortance, experts

Question 4

when did Strategic HRM come about and what are the characteristics?

Tasks
department viewed
workers viewed
Model

Answer 4

1980s- early 21st

tasks: training & development, performance appraisal, lead change, strengthen culture
Dv: key business partner
Wv: positively, most important asset
Model: strategic M, QWL paradigm

Question 5

when did sustainable HRM come about?

Answer 5

21st century

Question 6

what are the new tasks are involved in sustainable HRM

Answer 6

Diversity
Social benefits
Health & Safety
work-family balance
Manage telework
communication & transparency (internal & external)
Training & development
Employee relations

Question 7

how are the department & workers viewed in sustainable HRM?

Answer 7

DV: key business partner
WV: positively, strategic, most importance asset

Question 8

which models are associated with Sustainable HRM

Answer 8

Corporate social responsibility
Stakeholder theory
Sustainability & sustainable development

Question 9

What is the UN Brundt Commission?

Answer 9

A sub-organization of the United Nations (UN) that aimed to unite countries in pursuit of sustainable development
How to meet eco & social needs without damaging living for future generation

Question 10

What are the UN General Assembly SDGs?

Answer 10

17 Sustainability Developmental Goals

Question 11

Which of the UN General Assembly SDGs are most relevant to HR?

Answer 11

Goal 3: Good health & wellbeing
Goal 8 : Decent work & economic growth

Question 12

What is degrowth?

Answer 12

The idea that we shoudl not sustain the current resource consumtpion but incstead we should go bakc to the level of consumtpion in the 60/70s

Question 13

What are the 3 concepts of sustainability?

Answer 13

The 3 P’s
The 3 E’s
Triple bottom lines

Question 14

what are the 3 Ps

Answer 14

Profit, Planet, People

Question 15

What are the 3 Es

Answer 15

Economics, Environment, Equity

Question 16

what is the triple bottom line?

Answer 16

Economic, environmental, Social

Question 17

what is the external role of sustainable HRM?

Answer 17

Promote a sustainable org
- ensure corporate sustainability, economic, environmental & social goals are met
- Align HR practices with corporate social responsibility & sustainability

Question 18

what is the internal role of sustainability HRM?

Answer 18

promote SHR systems
- develop & implement high-quality long-term SHR system

Question 19

what are the strengths of SHRM (9)

Answer 19

wellbeing
+ morale
commitment
autonomy
productivity
satisfaction
org attractiveness
- burnout
divergent thinking (diversity)

Question 20

what are the limitations of SHRM

Answer 20

expensive
work from home (coordination, too flexible? monitor?)

Question 21

what is a GRI and what is it used for

Answer 21

global reporting initiative
it’s a sustainability report
a method of certifying an organization’s sustainability practices being carried out in order to inform stakeholders

Question 22

what are the 5 aspects of the GRI?

Answer 22

Management approach
Labor practices
Human rights
Society
Environment

Question 23

outline Management Approach as part of the GRI

Answer 23

org. overall approach to sustainability

Question 24

outline labor practices as part of the GRI

Answer 24

working hours, fair compensation, non-discrimination

Question 25

outline human rights as part of the GRI

Answer 25

freedom of association, right to collective agreement

Question 26

outline society as part of the GRI

Answer 26

org impact on society (e.g. community engagement, stakeholder relations)

Question 27

outline environment as part of the GRI

Answer 27

greenhouse gas emissions
water usage
waste management

Question 28

what is ISO26000

Answer 28

international organisation for standardisation

Question 29

what is OSHAS18001

Answer 29

Occupational Health & Safety assessment series for health & safety management systems

Question 30

what is SA8000

Answer 30

Social Accountability

Question 31

what is UNGC

Answer 31

united nations global impact

Question 32

what is Bcorp

Answer 32

one of the international sustainability standards

Question 33

whats the method of measuring sustainable HRM? and who proposed it?

Answer 33

Diaz-Carron et al (2018) questionnaire

Question 34

outline Diaz-Carron et al (2018) questionnaire

Answer 34

it is a QR for measduring SHRM
used 96 practices divided up into 6 policies

2 aspects
Literature Review: content analysis of 195 company sustainability rports from 4 countries (germany, spain, sweden, uk)
Expert Validation: which are important & sustainable?

Question 35

what are the 3 challenges of SHRM?

Answer 35

becoming a business partner
retaining identity & unique contributions
The new context of flatter org & psychological contract

Question 36

When considering the first challenge of SHRm - becoming a business partner - what are the new admin expectations of a HR manager?

Answer 36

maintain
update
remain in the look of legislative reforms relating to personnel

Question 37

When considering the first challenge of SHRm - becoming a business partner - what are the new expert expectations of a HR manager?

Answer 37

contribute expert advice
develop programs that implement business plans

Question 38

When considering the first challenge of SHRm - becoming a business partner - what are the new ‘strategic partner’ expectations of a HR manager?

Answer 38

senior managers, formulate & implement business plan

Question 39

How does having a Theory X view of employees manifest into management style?

Answer 39

strict, authoritarian, workers need surveillance, ordering & pushing

Question 40

How does having a Theory Y view of employees manifest into management style?

Answer 40

M encourage independence, autonomy & responsibility

Question 41

whats the main benefit of employing a theory Y view & management style?

Answer 41

it allows for meaningful and diverse input from employees

Question 42

what does VUCA stand for and how does it relate to HR?

Answer 42

Volatility, uncertainty, complexity, ambiguity
increased VUCA = increased need for flexibility = increased need for flatter org

Question 43

How can a HRM create a flatter org?

Answer 43

• Remove middle
• Outsource
• Temporary contracts
• Easier dismissal

Question 44

what is the psychological contract?

Answer 44

This refers to the reciprocal perceptions of work-related obligations between parties

Question 45

How has changes in org structure pose difficulties for the psychological contract ?

Answer 45

Before, employee loyalty & compliance was rewarded with job security & predictable upgrade system (promotion)

However, the new working environment is more unpredictable, competitive & flexible.

Question 46

What are 4 ways companies can restore the balance of psychological contract?

Answer 46

Employability: develop it for employees (Training programmes)

Non-monetary benefits: flexible working, time off, fringe benefits (discounts etc), social relationships / networking

Shared values: pride in belonging to and org that contributes to sustainable development

QWL: quality of working life & employee involvements

Question 47

Sha