Week 1 Flashcards
David Hume Theory
What is to be does not imply what ought to be
Emmanuel Levinas
studying ethics and decision making
Ethics (First philosophy)
Our responsibility towards others is starting point for how we live and interact with others
Ethics is the
principles, norms, and standard of conduct governing individual or body
History of Human Resources Management (3)
management of people in organization
benefit organization and individual
policies, practices and systems that influence employees behaviour and performance
Human Resources Management Definition
management of people in organization to drive successful organizational performance and achievement of orgs strategic goals
HRM is a system of policies and practice (3)
enforcement of employee laws
rules and regulation
compensation and benefits
Human Capital
employees with knowledge, training, skill, and expertise
Authority types (2)
Line and Staff
Line
right to issue orders to employees/subordinates - hierarchy chart
Staff
right to advise orders to manager, employees, advisory relationship - hiring and compensation
Why study HRM (4) and with definition/examples of each
factor of production - land, resources, labor, factories
firm performance - profit sharing, results oriented, appraisal
high performance work systems - positive relationship with retention, productivity, financial performance
Competitive advantage - produce at low cost, hard to be copied
Fundamental Attribution Error and what is out societies norm
External forces, situation and system have effect on behaviour and performance.
Our norm: the actions/success of people are attributed to personal qualities
History of Human Resources until 1800s (2)
HR was part of every managers role, no subdivision of tasks till industrial revolution
Scientific Management and issue
concern for production costs and compensating employees on performance
issue: high turnover and dissatisfied worker
Phase 1: early 1900s Personnel Management
training for hiring, firing, payroll benefits processing
Phase 2: 1930-1950s Unions and Human Relations
union liaison, compliance with new laws
employee relations and performance appraisal
Phase 3: 1960-1980: Legislation and Globalization
Globalization - personnel management important
legislation on equity - avoid discrimination claims
Phase 4 1980-1990: Tech Advances and Expanded Responsibilities and Outsourcing
Outsourcing of may administrative functions etc recruitment or training
Phase 5: Strategic Human Resources Management
achieve strategic objectives
shared responsibility for talent management
Phase 6: Post Covid 2020-present
figure out best ways to work, EDI
Prevalent Issues of HR (4)
Privacy, Environmental Issues, Governance, Conflict of Interest
Social Responsibility
Balance commitment to stakeholders and others
Evidence Based HRM
Uses evidence to support HRM proposals, decisions, practices and conclusions
Types of evidence
data, facts, analytics, critical evaluation
Where to find Evidence
actual measurements, existing data, research
Review 2 Cases: Good Samaritan and Food Drive
F.A.E
Fundamental Attribution Error
