Summary
Summary Human Resource Management
- Course
- Institution
Summary of Human Resource Management for BA2 Business Economics at the VUB.
[Show more]
Seller
Follow
Madikan
Reviews received
Content preview
Human Resources Management1. Introduction
Articles:
– Ulrich, D. (1998). A new mandate for human resources.
– Deadrick & Stone (2014). HRM: Past, present and future.
a. Roles of the HR-manager:
Administrative Expert:
Job Analysis, Recruitment & Selection, Training & Development, Career Management,
Performance Appraisal & Management, Compensation Systems, Labor Legislation, Human
Resource Planning
Employee Champion:
Working relationships:
• Unions
• Employee involvement & participation
• Communication & trust
• Monitoring work stress and job satisfaction (“work engagement”)
• Psychological contract
Change Agent:
Managing & supporting the change process
1
, • Preparing people for change (“change readiness”)
• Organizational culture
• Conflict/problem resolution
• Action plans, monitoring progress, and making change last
Strategic Partner:
Creating added value
• Translate corporate strategy into specific, supportive HR-activities
• Aligning HR-processes
• HR information systems (e.g. HR scorecards, dashboards)
Skills of the HR-manager:
b. History of HRM:
2
,• Pre-Industrial Revolution:
– Self-employed independent contractor
– Artisanal workshops
– No unions
– Hours were flexible, depending on what work was needed to collect the crops, milk
the cows or put bread on the table...
• Industrial Revolution:
– Artisanal workshops à factories
– Self-employment à employed by organizations
– External à internal labor market
– Specialized craft labor à repetitive low-skilled work
– Modern Times
• Post-Industrial Revolution (1800-1880):
– How to ‘manage’ (control) the labor force?
• Workers seen as owner’s property, commodity on a market (or perhaps a dumb
animal at work)
• Autocratic leadership: “my way or highway,” direct control by line manager, self-
centered
• Paternalistic leadership (= “enlightened autocracy”): protection in exchange for
loyalty and deference
• Limited voice/trade unions/legislation
• Personnel Management:
– The Labor Problem (1880- 1930)
• Conflict-prone relationship between employers and employees: Strikes, go-slow
practices, personnel turnover, poverty-level wages, child labor, autocratic leadership,
...
– Industrial Welfare (1880-1930)
• Welfare offices headed by welfare secretary (usually a woman)
• To oversee things such as lunchrooms, wash-up facilities, recreation programs,
and housing (but only for non-unionized workers to thwart unions)
• A decade later also hiring/staffing & training offices
• Remains administrative
– Scientific management (1880-1930)
• aka “Taylorism” (Frederick Taylor, 1856-1915)
• Greater workplace productivity through more rationalized and efficient modes of
production
3
, • Four principles:
1. Vertical task differentiation: managers set objectives / workers execute orders
2. Horizontal task differentiation: break down the production process into many
simple and routine tasks (“one best way”)
3. Monitor & pay for performance
4. Hire the right workers for each job and train them to work at maximum
efficiency
ð Even more social conflict
• Human Relations Movement:
– Hawthorne studies (Mayo & Roethlisberger, 1924-1932)
• The illumination experiments
• The relay-assembly tests
• The bank-wiring tests
• Employee interviews
– Social factors > financial incentives
– “Hawthorne effect”: the presence of researchers produces a bias and unduly
influences the outcome of the experiment
– Theory X and Theory Y (McGregor):
– Psychological/emotional perspective on the employment relationship
– Rejecting the ‘rational economic (wo)man’ assumptions of Taylorism and scientific
management
– Job satisfaction, group dynamics, involvement & participation, etc.
4
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller Madikan. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $6.96. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
72042 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy study notes for 14 years now