Professional Documents
Culture Documents
HRMMBA Ch1 Reviewed
HRMMBA Ch1 Reviewed
HRMMBA Ch1 Reviewed
MBA 2013
history
4.To understand the link between HRM and the achievement of organizational effectiveness 5. To discuss key environmental developments 6.To explain Best practice & Best fit approaches to
Defining HRM
HRM is used in two different ways: 1. It is used generally to describe the body of
management activities covered in books . It is more of a modern name of what has long been labelled Personnel Management
1. It is more than an updating of the label. It is rather a distinctive approach towards carrying out people oriented organizational activities held to serve the modern business more effectively
including:
Designing org struct& selecting the right talent Identifying different types of different groups of employment
contracts for
HR managers seek to ensure that people are well motivated and committed so as to maximize their performance in different roles, that is by:
HRM plays a central role in managing change whether it be structural requiring reorganization of activities or Cultural intended to alter attitudes to fit employees in the organizational culture and norms Key activities include: Recruitment and development of people with the
maintain accurate data on individual employees and to ensure compliance with the law (Pay, Leave, Social Security, Insurance, Pension, etc)
Achieving excellence in the delivery of admin tasks helps the HR function gain& maintain the credibility & respect of managers
benefits etc
HR Generalists carry out the range of HR activities and seek to achieve all the objectives discussed above.
providers, or a shared service model(centralized function) is established, apart from HR, to carry out the admin tasks
Smaller organizations cant afford to have HR at all. They use consultants instead or assign HR tasks to Finance/accounting departments
2.
3.
way from a sole focus on welfare towards the meeting of various other organizational objectives
PM began to gain responsibilities in the areas of recruitment, training, and organizational design
Personnel specialists started to work out how
organizational structures could be designed and labour deployed to maximize efficiency & minimize the industrial conflicts and foster
second World War, labour became a scarce resource, which led to a growth in trade union membership
In the 1940, employers were placed under
Organization:
away from dealing with the rank and file employee on behalf of management towards dealing with management itself and integration of management activity
The phase was marked by development of
developed
techniques
of
manpower
A move away in HR from the management of jobs to the management of people by developing employment strategies that differ for different groups of employees(Lepak & Snell)
A move away from an expectation that staff will demonstrate commitment to a set of corporate
Values and towards a philosophy which is far more customer focused( customers are defined as the ultimate employers and employees are empowered to meet their requirements
relationship is not a transactional one(where money is earned in exchange for carrying out a set of duties), but a relational one that involves emotional attachments with colleagues, customers and organizations as a whole.
service need as cost efficiently as possible and to the highest available standards of quality
In the private sector, it is about the achievement&
advantage involves achieving the objectives of an organization in the area of people management more efficiently and effectively than competitors
These objectives can be achieved by mobilizing a workforce, maximizing its performance, managing change effectively and striving to achieve excellence in administration
1. Moves towards the globalization of economic activity-more intense international competition 2. Technology moves forward at an ever accelerating pace. Developments in information technology, energy production, chemical engineering, transportation, biotechnology revolutionize the way that many industries operate
HR managers have to develop practices which help enhance the competitive advantage of an organization Capacity for organizational flexibility has become central to the achievement of competitive advantage
HR Managers have to learn how to manage an international workforce effectively & how to attract , motivate & retain people with scare skills if the
following important:
areas
are
particularily
terms of the number of people & skills available and in terms of attitudes towards work and the workplace
In a tight labour market, employees have
relationships requires a good understanding of the legal aspect in order to ensure compliance with the local employment regulations 3. Psychological Contract:
Change from Old Psychological to a New
Psychological contract involves employers giving less security and receiving less loyalty from employees in return
pursued.
These include the use of more advanced selection methods, a serious commitment to employee
involvement, substantial investment in trai&dev &the use of individualized reward systems& harmonized terms and conditions of employment