Week 1: Evidence-based HRM Flashcards
Describe “Employee Lifecycle”
Recruitment & selection –> L&D –> Performance Management –> Reward management –> Employment relationship
Also these features grouped in 4 categories:
1. Attract & select
2. manage & develop
3. reward for & retain
4. sparate
2 main reasons why HRM can make a crucial difference
- Skill development- to become a better HR leader
- External positioning- for stakeholder management (crucial for business strategy)
Ex. Terrorist attack in Mumbai - difference between 2 hotel staff Behavior.
Name the characteristics of administrative HR and new methods.
Administrative (old version) :
*administering benefits
*monitoring attendance
*hire/fire
New methods also include:
*Talant management
*change management
*leadership development
*strategic partnership (SHRM- essential component of business strategy to achieve organizational goals)
Explain evolution of HR
- Industry welfare
- Scientific management (20th cent.)
Rise of industrial relations and trade unions - Behavioural science:
Hawthorne effect leading to personnel development and understanding importance of working conditions. - HRM Today: from PM (personal manager) to HRM
Evidence-based management. Stages of evidence-based management.
Finds its origin in medicine- proven by facts and is replicable. Find the best evidence as HR Manager. (Cochrane–>Guyat abaut medicine)
Stages:
1. Describe the essence of the problem and ask the right questions.
2. Collect the evidence, addressing the question.
3. Critically appraise/analyse evidence.
4. Use results of appraisal/analysis to make decisions
5. Evaluate performance
Source devision for evidence based management.
- Scientific evidence: peer-reviewed journals
- Empirical data:
*Primary sources- surveys, focus groups…
*Secondary sources- databases, policies, procedures, reports…
Sources need to be critically appraised!!!
Forms of evidence in HRM.
*Professional experience &reflection- based on impact on decision, professional experience can be valid.
*Organizational facts and figures
*Benchmarking
*Research findings
HR analytics
Form of evidence based HR, w/ increase emphasis on the data from the organization itself.
To develop analytical literacy for HR:
*understanding analytical frameworks (business logic & causal relationship)
*mastery of analytical toolkit (use of big data)
*strong communication skills
Describe business logic- PICOC model
Population- who?
Intervention- what or how?
Comparison- compared to what?
Outcome- what are you looking to accomplish?
Context- in what kind of organization, circumstances?
Levels of analytics
1.Descriptive- describing present & historical data patterns.
2. Predictive- using past data to make predictions about the future.
3. Prescriptive- analysing data to predict outcomes, make decisions.
Theoretical basis models for HRM
- Michigan Model of HRM–>
HRM should focus on:
*selection of the most suitable individuals to meet needs of business.
*managing perf: to achieve corporate obj.
*appraising performance and providing feedback.
*providing rewards for appropriate performance that achieve specific goals
*developing employees to meet needs of business. - Universal approach –>HRM strategy should reflect max. of each stakeholders interest taking in acc. external factors.
- Guest Model –> to increase organizational effectiveness:
*Strategic integration
*High commitment
*Flexibility
*High quality
4.Strategic HRM contingency approach–>best fit for each case.
5.Strategic HRM Universalist approach
*recruit right people
*high wages cclearly linked to organiz. perf.
*employment security
*info sharing
*invest in training and development
*self-managed teams, decentralised decision making
*reduced status differentials.
3 Vs of Big Data
Variety (nr of different data), volume (size, amount of data gathered), velocity (rate of entering database or storage syst.)
