Samenvatting
Summary Human Resource Management
Summary of Human Resource Management for BA2 Business Economics at the VUB.
[Meer zien]Voorbeeld 4 van de 104 pagina's
Voorbeeld 4 van de 104 pagina's
In winkelwagen
Voorbeeld van de inhoud
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
Voordelen van het kopen van samenvattingen bij Stuvia op een rij:
√ Verzekerd van kwaliteit door reviews
Stuvia-klanten hebben meer dan 700.000 samenvattingen beoordeeld. Zo weet je zeker dat je de beste documenten koopt!
Snel en makkelijk kopen
Je betaalt supersnel en eenmalig met iDeal, Bancontact of creditcard voor de samenvatting. Zonder lidmaatschap.
Focus op de essentie
Samenvattingen worden geschreven voor en door anderen. Daarom zijn de samenvattingen altijd betrouwbaar en actueel. Zo kom je snel tot de kern!
Veelgestelde vragen
Wat krijg ik als ik dit document koop?
Je krijgt een PDF, die direct beschikbaar is na je aankoop. Het gekochte document is altijd, overal en oneindig toegankelijk via je profiel.
Tevredenheidsgarantie: hoe werkt dat?
Onze tevredenheidsgarantie zorgt ervoor dat je altijd een studiedocument vindt dat goed bij je past. Je vult een formulier in en onze klantenservice regelt de rest.
Van wie koop ik deze samenvatting?
Stuvia is een marktplaats, je koop dit document dus niet van ons, maar van verkoper Madikan. Stuvia faciliteert de betaling aan de verkoper.
Zit ik meteen vast aan een abonnement?
Nee, je koopt alleen deze samenvatting voor €6,49. Je zit daarna nergens aan vast.
Is Stuvia te vertrouwen?
4,6 sterren op Google & Trustpilot (+1000 reviews)
Afgelopen 30 dagen zijn er 67096 samenvattingen verkocht
Opgericht in 2010, al 14 jaar dé plek om samenvattingen te kopen