Unit 1: History of HRM Flashcards
When was ‘personnel administration’ and what are the characteristics?
Tasks
department viewed
workers viewed
Models
1910s-1930s
Tasks: selection & registry
Department viewed: inventory clarks (employee records)
Workers viewed: negaitvely (low value), production parts
Models: Scientific Management/ Taylorism
When did ‘personnel management’ come about and what are the characteristics?
Tasks
department viewed
workers viewed
Model
1930s - 1960s
Tasks: employment, compensation, training, labor, relations
Department viewed: Staff, reactive
Worker viewed: Adverse, costly, counsel workers needs
Model: Human relations (Mayo)
When did ‘HR management’ come about? what are the characteristics?
Tasks
department viewed
workers viewed
Model
1960s-1980s
Tasks: Selection, training, careers, rewards, QWL, labor relations
Dv: increasing imortance, experts
when did Strategic HRM come about and what are the characteristics?
Tasks
department viewed
workers viewed
Model
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
when did sustainable HRM come about?
21st century
what are the new tasks are involved in sustainable HRM
Diversity
Social benefits
Health & Safety
work-family balance
Manage telework
communication & transparency (internal & external)
Training & development
Employee relations
how are the department & workers viewed in sustainable HRM?
DV: key business partner
WV: positively, strategic, most importance asset
which models are associated with Sustainable HRM
Corporate social responsibility
Stakeholder theory
Sustainability & sustainable development
What is the UN Brundt Commission?
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
What are the UN General Assembly SDGs?
17 Sustainability Developmental Goals
Which of the UN General Assembly SDGs are most relevant to HR?
Goal 3: Good health & wellbeing
Goal 8 : Decent work & economic growth
What is degrowth?
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
What are the 3 concepts of sustainability?
The 3 P’s
The 3 E’s
Triple bottom lines
what are the 3 Ps
Profit, Planet, People
What are the 3 Es
Economics, Environment, Equity
what is the triple bottom line?
Economic, environmental, Social
what is the external role of sustainable HRM?
Promote a sustainable org
- ensure corporate sustainability, economic, environmental & social goals are met
- Align HR practices with corporate social responsibility & sustainability
what is the internal role of sustainability HRM?
promote SHR systems
- develop & implement high-quality long-term SHR system
what are the strengths of SHRM (9)
wellbeing
+ morale
commitment
autonomy
productivity
satisfaction
org attractiveness
- burnout
divergent thinking (diversity)
what are the limitations of SHRM
expensive
work from home (coordination, too flexible? monitor?)
what is a GRI and what is it used for
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
what are the 5 aspects of the GRI?
Management approach
Labor practices
Human rights
Society
Environment
outline Management Approach as part of the GRI
org. overall approach to sustainability
outline labor practices as part of the GRI
working hours, fair compensation, non-discrimination
outline human rights as part of the GRI
freedom of association, right to collective agreement
outline society as part of the GRI
org impact on society (e.g. community engagement, stakeholder relations)
outline environment as part of the GRI
greenhouse gas emissions
water usage
waste management
what is ISO26000
international organisation for standardisation
what is OSHAS18001
Occupational Health & Safety assessment series for health & safety management systems
what is SA8000
Social Accountability
what is UNGC
united nations global impact
what is Bcorp
one of the international sustainability standards
whats the method of measuring sustainable HRM? and who proposed it?
Diaz-Carron et al (2018) questionnaire
outline Diaz-Carron et al (2018) questionnaire
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?
what are the 3 challenges of SHRM?
becoming a business partner
retaining identity & unique contributions
The new context of flatter org & psychological contract
When considering the first challenge of SHRm - becoming a business partner - what are the new admin expectations of a HR manager?
maintain
update
remain in the look of legislative reforms relating to personnel
When considering the first challenge of SHRm - becoming a business partner - what are the new expert expectations of a HR manager?
contribute expert advice
develop programs that implement business plans
When considering the first challenge of SHRm - becoming a business partner - what are the new ‘strategic partner’ expectations of a HR manager?
senior managers, formulate & implement business plan
How does having a Theory X view of employees manifest into management style?
strict, authoritarian, workers need surveillance, ordering & pushing
How does having a Theory Y view of employees manifest into management style?
M encourage independence, autonomy & responsibility
whats the main benefit of employing a theory Y view & management style?
it allows for meaningful and diverse input from employees
what does VUCA stand for and how does it relate to HR?
Volatility, uncertainty, complexity, ambiguity
increased VUCA = increased need for flexibility = increased need for flatter org
How can a HRM create a flatter org?
- Remove middle
- Outsource
- Temporary contracts
- Easier dismissal
what is the psychological contract?
This refers to the reciprocal perceptions of work-related obligations between parties
How has changes in org structure pose difficulties for the psychological contract ?
Before, employee loyalty & compliance was rewarded with job security & predictable upgrade system (promotion)
However, the new working environment is more unpredictable, competitive & flexible.
What are 4 ways companies can restore the balance of psychological contract?
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
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