W1: Introduction to HR

Question 1

What is HRM?

Answer 1

Effectively managing people within the employer-employee relationship to best achieve business objectives and goals, and create a competitive advantage through labour

Question 2

Evolution of HRM

Answer 2

Stage 1 (1900-1940s): welfare and administration, HR didn’t exist

Stage 2 (1940s-mid 1970s): basic training and staffing existed, administrative duties were carried through, but still little development of HR

Stage 3 (mid-1970s-late 1990s): development of HRM and SHRM

Stage 4 (2000+): more focus on SHRM

Question 3

Conceptual frame work of HRM

Answer 3

Hard-soft HRM

Unitarist-Pluralist approach to HRM

Question 4

Hard HRM

Answer 4

Managing by numbers

The rational, quantitative and strategic aspects of managing HR

Focus on KPIs, efficiencies on costs and benefits

Question 5

Soft HRM

Answer 5

The humanistic approach

Focuses on the individual, the human aspect of the organisation

Emphasise the competitive advantage achieved by quality management of human capital

E.g. Harvard model

Question 6

Unitarist approach to HRM

Answer 6

Common interests between employers and employees

Commitment by both inclusive and exclusive means

Assuming conflict is minimal

Question 7

Pluralist approach to HRM

Answer 7

Inevitable conflicts of interests

Negotiation and resolution to meet organisational goals

e.g. Harvard model

Question 8

Employment contract

Answer 8

Legal contract: a legal document detailing rights and responsibilities of employees and employers; includes the job description, is enforceable

Social contract: mutual understanding of expectations and obligations of the employer-employee relationship

Psychological contract: expectations and beliefs of employees and managers on working conditions, and workplace relationships