Week 4

Question 1

What is organizational behaviour?

Answer 1

“A field of study that investigates the impact that individuals, groups, and structures have on behaviour within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.”
Meaning that we are looking at individual behaviour that is influenced by different levels (individual level, group team level, organizational level). We are trying to understand these relationships, in order to gain knowledge on how to improve the effectiveness of organizations.

These are elements that influence behaviour on different levels. The highest level is the context level (healthcare context, HRM on organization level, the link to performance). Leadership is a level lower in the organization (teamwork). The lowest level is the individual level (professionals).

Question 2

Human Resource Management

Answer 2

• Human: employment relationship between employer and employee
• Resource: human capital; employees as resources to achieve organizational success through knowledge, skills and competencies. Humans as a resource
• Management: activities to let employees act is a desired way in order to achieve organizational success
• Managing, steering, guiding your humans (resources) towards success/a desired goal

Question 3

What does Boselie 2002 says about HRM?

Answer 3

HRM involves management decisions related to policies and practices that together shape the employment relationship and are aimed at achieving individual, organizational and societal goals. (Boselie, 2002)

Question 4

Strategic HRM (SHRM):

Answer 4

“Strategic human resource management is defined as the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals. It involves all of the activities that are implemented by an organization to affect the behaviour of individuals in an effort to implement the strategic needs of a business.”
(Wright & McMahan, 1992)

Question 5

Major developments in HRM

Answer 5

• Managing talent
  o Continuing lifelong learning
• Managing work-life balance
• Managing change and cultural transformation
  o Topic shift from control (technical, rewards, appraisal, selection) to more commitment (how do we get committed employees that are willing to take an extra step, that are happy)
• Becoming a learning organization
• Improving leadership development

Question 6

Future development in HRM: top 5

Answer 6

• People and HR Strategy:
  o A strategy ensuring that the organization’s people priorities and HR operations align with its goals and focus on the most impactful levers
• Leadership behaviors and development:
  o Development of individuals into leaders who can influence, motivate, and enable their staff to reach organizational, team, and individual goals
• Employee engagement and well-being:
  o Tools, systems, and processes to engage and retain employees, and to enhance their well-being
• Upskilling, reskilling, and learning and development:
  o A strategy to identify competencies and reskilling/upskilling needs, to offer training programs that help employees gain new skills for their current position or a different one, and to establish a range of digital applications and services (for example, organizational learning academies)
• Strategic workforce planning:
  o Systematic forecasting of workforce supply and demand scenarios based on the organization’s goals, external trends, and competency requirements from a strategic, long-term perspective