hrm learnng revision qns

Topics: Human resource management, Management, Employment Pages: 20 (9756 words) Published: November 2, 2014

Human Resource Practice Questions
Week 1 & 2 (Chapter 1 & 2)
Discuss the significance of the concept of ‘analytical HRM’ in the development of HRM theory. (Chapter 1, Page 6) Michelle’s Answer:
Analytical HRM emphasizes the primary task of HRM scholars which is to build theory and gather empirical data in order to identify and explain ‘the way management actually behaves in organizing work and managing people’. (Emphasizes the importance of developing and building theory based on managers’ actual behaviors in organizing work and managing people in a range of different context.) This approach to HRM has three analytical themes:

‘Why’ and ‘What’ of HRM – understanding management behaviour in different contexts and the motives underlying it, regarding how people are managed in the workplace. ‘How’ of HRM – how the processes of HRM are carried out ‘For whom and how well’ – assesses the outcomes of HRM and focuses on what the key purpose of HRM should be. How behaviour translates to outcome? The third points gives us a critical purpose to question the notions of power and inequality. It also reminds us that HRM is ‘embedded in a global economical, political and sociocultural context’ Outline the main differences between the Harvard model of HRM and Guest’s model of HRM. Harvard model focuses on long-term consequences, Guest model focuses on behavioural outcomes between employers and employees. Harvard model extends to include the organisation’s external environment and environmental factors such as stakeholder interests and Situation factors that would affect HRM policies. Guest model extends the Harvard model’s four HR policy choices of employee influence, human resource flow, reward systems and work systems to a total of seven. These seven policy areas include: Organisational job design

Policy formulation and implementation
Management of change
Recruitment, selection and socialisation;
Appraisal training and development
Manpower flows; reward systems
Communication systems.
Appraisal, Training and Development
This area is not covered in the Harvard model as a separate policy. Guest argues that policies are necessary to ensure that employee performance is evaluated. This ensures that appropriate training and development takes place. This aims to promote a motivated, skilled, involved and contented workforce. Competing commitments, such as union involvement and work/life balance, would be identified and strategies would be developed to ensure that workers are able to be fully committed. Policy formulation and management of change

HR policies are used to identify and manage change in a business environment. It is an extension of the Harvard model which did not identify change as a separate policy. Organisations need to manage change effectively to ensure competitiveness. E.g. Apple managed to develop new products such as the IPod Nano and gained competitive advantage by having policies set in placed to manage innovation and change. Communication systems

This refers to the processes the organisation has in place to ensure that efficient communication takes place and facilitate effective information sharing between employees and managers. Communication is seen as a vital to ensure employee participation and commitment. In a high-commitment organisation communication would be open and effective. Employees need to feel they are listened to and their opinions and concerns taken into account. The central role of line managers is widely highlighted in many models of HRM. Outline the key implications of devolving responsibility for HRM to line managers. "Devolvement is driven by both organizational and effectiveness criteria. Organizationally, it is now widely believed that responsibilities should be located at appropriate places within the organization and that means increasingly, with line managers rather than specialist functions " –Brewster and Larsen 1992. HR specialists feel that if they...
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