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Human Resources Essay

1015 words - 5 pages

HRM – MGMT3017
UNDERSTANDING HRM:

Environmental Scanning
Resourcing Function
Development Function
Motivation Function
Maintenance/Retention Function

17

Continuous Environmental Scanning and
Analysis
• Interpreting and analysing changes in the
environment and developing the appropriate
HR policies and strategies

18

Resourcing


HR Planning
Internal and External Staffing/recruitment
Employee Orientation and Socialisation

19

Development



Training of Employees
Management Development
Career Development
Knowledge Management

20

Motivation
• Job Design
• Performance Management
• Rewards and Compensation
• Job Evaluation
...view middle of the document...

• Created new roles for HR professionals
• Additional pressures on them to keep abreast of
technology
• In 2008 survey of CEOs worldwide, 83% ranked change
as most important issue confronting their organization

30

Cyberwork
• Possibility of never-ending
workday
• BlackBerrys, cell phones, text
messaging, and e-mail create
endless possibilities for
communication
• Some workers believe their
employer wants them available
24/7
1-31
31

Demographic and Workforce Trends
• Labor force growth is not expected to keep
pace with job growth
• Labor force is getting older
• Shift to nontraditional workers

32

Gen Y
• May be “the most high maintenance
workforce in the history of the world”
• Their capacity for using information
technology will also make them the most
high-performing

33

HRM MODELS/MAPS

34

A LOOK AT SOME APPROACHES…
1. Devanna et al.
2. Beer et al.
3. David Guest

35

The Matching Model of HRM
Political
Forces

Economic
Forces

Mission &
Strategy

Economic
Forces

Devanna et al.

Cultural
Forces

Economic
Forces

36

Map of the HRM Territory
Stakeholder
Interest
•Shareholders
•Management
•Employees
•Government
•Community
•Unions

Situational
Factors
•Workforce
Characteristics
•Business strategy
•Management
philosophy
•Labour market
•Unions
•Task environment
•Laws/social values

HRM Policy
•Employee
influence
•HR flow
•Reward
systems
•Work
systems

HR Outcomes
•Commitment
•Competence
•Congruence
•Costeffectiveness

Long-Term
Consequences
•Individual
well-being
•Org.
effectiveness
•Societal
well-being

Beer et al.
37

David Guest HRM Process
Strategy Integration

High Commitment

ENVIRONMENT OF BUSINESS

High Quality

Flexibility

38

The Human Resource Cycle
Rewards

Selection

Performance

Appraisal

Training
Fomburn, Tichy, & Devanna (1984)
39

A Model of Human Resources as a Source
of Sustained Competitive Advantage
Human
resource
practices

Human
Capital
pool

Human
resource
behaviour

Sustained
competitive
advantage

Wright, McMahon, & McWilliams (1994)

40

Distinguishing HRM from Personnel
Management

41

Addresses Issues Related to…
1.
2.
3.
4.

Beliefs and Assumptions
Strategic Aspects
Line management
Key levers

42

Personnel Management Vs HRM






Short term, reactive
Compliance
Externally controlled
Specialist
Cost minimisation
Bureacratic, defined
roles
Collectivist, low trust
environment







43

Long term, proactive
Commitment
Self- controlled
Consultant, partner
Optimisation
Organic, devolved
flexible roles
Individualist, high
trust
43

HRM Philosophy…
• People as a critical...

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