Summary
Summary DBO 319 Unit 3: Chapter 1
- Institution
- University Of Pretoria (UP)
BDO 319 Unit 1: Chapter 1. Full summary including past notes, lecture information, lecture slides and the textbook.
[Show more]
Connected book
Book Title:
Author(s):
- Edition:
- ISBN:
- Edition:
Content preview
BDO 319:Chapter 1
THE FOUNDATION & CHALLENGES OF HUMAN RESOURCE MANAGEMENT
, 1. Evaluate the development of human resource management
2. Distinguish the strategic approach to human resources from the traditional approach to
HRM
3. Discuss the key HRM functions
4. Explain the different roles of the HRM department
5. Identify the challenges facing HRM today
6. Explain the trends relevant to the growing importance for HRM
7. Discuss the professionalism of HRM
1-1 The aim and responsibility of Human Resource Management in South Africa,
including assessing statements made by Araoz.
HUMAN RESOURCE MANAGEMENT is used to describe both the people who work for a
company or organization and the department responsible for managing all matters
related to employees, who collectively represent one of the most valuable resources
in any businesses or organization.
The AIM OF HUMAN RESOURCE MANAGEMENT IN SOUTH AFRICA is to put the
necessary tools in the hands of those entrusted with people-related decisions within
organisations to empower them to avoid traps stated by Araoz.
According to ARAOZ, there are numerous TRAPS that we need to avoid when it comes
to HRM.
Higher change of strategy succeeding when:
1. It appeals to buyers in ways that set a company apart from rivals
2. It establishes a market position that is not crowed with strong competitors.
1. hiring There are only a limited number of exceptional performers available
AVERAGE in the labor market. It is thus a major challenge to identify, attract,
performer instead and integrate exceptional performers into an organisation.
of an exceptional
one
2. finding the Psychological biases and other forces operating within the hiring
RIGHT person for team and the organisation can make the hiring process difficult.
the job Employers can be tempted to overrate the capability of the
candidate, come to quick judgements, evaluate people in absolute
terms, or stick with the familiar.
3. ASSESSING This is due to the unique and changing characteristics of many jobs,
people is difficult the difficulty of assessing intangible traits and the limited
accessibility of many candidates.
4. OTHER Such as creation of a culture of collaboration, rewarding emotional
challenging intelligence, investing in leadership development, and driving and
aspects to sustaining real accountability
consider
5. PLACEMENT 1-2 Describe the emerging trend in HRM to choose and
decision can be adopt a HR approach.
very challenging
, Historical and current HRM
Trend from SCIENTIFIC MANAGEMENT to HUMAN RELATIONS
SCIENTIFIC MANAGEMENT HUMAN RELATIONS
Time: motion studies, differential piece- Hawthorn studies
rate
Employees are motivated by economic Feelings, emotions and sentiments
gains and incentives (group relations and leadership)
Economic man Growth of unions
Focus on employee output and ignored Work environment impact productivity
wellbeing and satisfaction
Neither approach fully take employee and work needs into account, hence the HR
approach.
1-2 Describe the emerging trend in HRM to choose and adopt a HR
approach.
HR APPROACH BENEFITS
- An increase in organisational effectiveness
- The satisfaction of each employee’s needs
The HR APPROACH looks at ‘organisational goals’ and ‘employee needs’ as mutual
and compatible, rather than separate and exclusive. One does not need to achieve
the one at the expense of the other.
HR APPROACH PRINCIPLES
1. Employees are investments that will, if effectively managed and developed,
provide long-term rewards to the organisation in the form of greater
productivity
2. Policies, programmes, and practices must be created that satisfy both the
economic and emotional needs of employees
3. A working environment must be created in which employees are encouraged
to develop and use their skills to the maximum extent
4. HR programmes and practices must be implemented with the goal of
balancing the needs and meeting the goals of both the organisation and the
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 EFT, 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 this summary from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller hannahashleighsteven. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy this summary for R50,00. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
57727 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy summaries for 14 years now