Wk 10: HRM

  1. DIfferent types of employees
    • Low skill/low demand
    • High sckill/high demand
  2. What is HRM?
    • Human resource management
    • is the term used to describe formal systems devised for the management of people within an organization.
    • a function in organizations designed to maximize employee performance in service of an employer's strategic objectives.
    • the process of recruitment, selection, orientation and induction, training and the developing skills, assessment (performance of appraisal), compensation and benefits, motivating, relations with labour and with trade unions, employees safety, welfare and health by complying with labour laws of concern state or country.
  3. Hard HRM
    • human RESOURCE management
    • Employees as resources to be strategically managed for maximum return.
    • Efficiency focus
    • Employee as a means to an end
  4. Soft HRM
    • HUMAN resource management
    • Employees as valued assets and as a source of competitive advantage
    • Greater commitment for increased performance
    • Employee as an end in themselves (?)
  5. Transactional employment relationships
    • Employment relationship as an economic transaction
    • Efficiency focus: employees as resources to be strategically managed for maximum return
    • Tends to be used with causal, part time, less skilled, service sector
    • Eg. Labour flexibility
    • Variation in time periods of employment
    • Fewer contractual restrictions
    • Redeployment as and when required
  6. Relational employment relationships
    • Employment relationships beyond the economic, includes the social and psychological
    • Employees as valued assets and as a source of competitive advantage
    • Greater commitment for increased performance
    • Aims to unfiy employee goals with company goals
    • eg. employee engagement
    • 0improved well being (gym, child care)
    • -internal communications, participation in decision making
    • -Perception of ethics and responsibility of the organisation
    • -leads to positive attidue (motivation, commitment) that leads to performance
  7. Strategic HRM
    • the use of HR practices to influence firm's potential competitive advantage thereby ahcieving organisational goals
    • An extension of traditional HRM
    • Differs in 3 ways
    • 1. focuses on HR systems as opposed to individual HR practices
    • 2. focuses on externa; as well as internal contingencies
    • 3. organisational performance is its main and explicit goal
  8. Strategic HRM
    • HR aims to become a strategic aspect of the business
    • HR must support and further organisational goalsl
    • HR does not focus on employee welfare or employee goals per se
    • accepts the use of individuals as a means to an economic end
    • Can be based on either transactional (hard) or relational (soft0 EMPLOYMENT RELATIONSHIPS.
  9. Utilitarian view
    The greatest amount of good and the least amount of bad for the greatest number of people
  10. Deontological (Kantian) view
    • To decide what our duty is, Kant proposed the 3 following principles:
    • 1. act so to that you can will the maxim of your action to become a universal law
    • 2. Act so as never to treat another rational being merely as a means
    • 3. Act so that all rational beings could condone your action

    Treat others as you yourself wish to be treated.
  11. Issues relating to deontology
    • Working conditions, occupational health and safety
    •  Health and drug testing, Electronic privacy and data protection
    •  Participation in company’s decisions
    •  Work-life balance, presenteeism,
    •  Pay, new forms of work
    •  Sexual (and other) harassment
    •  Freedom of speech, whistleblowing
  12. Rawl's justice theory
    • 1. First principle: each person is to have an equal right to the most extensive total system of equal baisc liberties compatible with a similar system of liberty for all.
    • 2. Second principle: social and economic inequalities are to satisfy 2 conditions: 1st, they are to be attached to positions and offices open to all under conditions of fair r=equality of opportunity; and seond, they are to be the greatest expected benefit of the least advantaged society
Author
kirstenp
ID
340825
Card Set
Wk 10: HRM
Description
Wk 10: HRM
Updated