This document contains lecture notes and a summary of chapters 1, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13, 14, and 15 of the book International Human Resource Management. These have to be studied for the exam of the course Human Resource Management: A Global Perspective.
OVERVIEW OF THE COURSE
• Core themes of the course:
1. Five core HRM practices & systems of HRM practices
2. Comparative HRM
3. Current trends and challenges
4. Understanding effects based on OB theories
5. International HRM
INTRODUCTION TO HRM PRACTICES: WHAT IS HRM?
• Human resource management refers to the policies, practices, and systems
that influence employees’ attitudes, behavior, performance
Or…
• Human resource management is a distinctive approach to employment
management which seeks to obtain competitive advantage through the
strategic deployment of a highly committed and skilled workforce, using an
array of cultural, structural and personnel techniques (Storey, 1995)
WHAT IS HRM?
->
WHAT ARE HRM PRACTICES?
• ‘programs, processes and techniques that actually get operationalized in the
unit’ (Wright & Boswell, 2002, pp. 263-264)
• ‘Things that happen’
• Concrete ways in which people are managed in the organization
• Certain level of facticity
Versus…
• ‘the actual, functioning, observable activities, as experienced by employees’ (Boselie et al., 2005, pp.
74)
• Actual practices and experiences
• Observable…
• Focus on five core HRM practices:
✓ Employee relations and collective communication
✓ Recruitment and selection
✓ Performance management
1
,✓ Rewards
✓ Training and development
• Introducing the practices: linking practices to:
✓ Theme 2: Comparative HRM
✓ Theme 3: Current trends and challenges
✓ Theme 4: Understanding effects based on OB theories
HRM PRACTICE 1: EMPLOYEE RELATIONS AND COLLECTIVE COMMUNICATION
• Employee relations concerns matters of overarching employment or collective workforce policy, such
as bargaining (the traditional focus of industrial relations), and expression of the collective voice of
employees.
• Current trends and challenges:
• Changing nature of work: tele-working
• e-HRM
• Importance of employee relations and collective communication for employee commitment and
retention -> e.g. exchange theory
HRM PRACTICE 2: RECRUITMENT AND SELECTION
• One of the purposes of recruitment is to determine present and future staffing needs in conjunction
with job analysis and human resource planning
• Selection – a linked but separate practice after recruitment – then involves the identification of the
most suitable person from a pool of applicants
• Current trends and challenges:
• War for talent
• Unemployment versus tight labour markets
COMPARATIVE HRM: RECRUITMENT PRACTICES
2
, COMPARATIVE HRM: SELECTION PRACTICES
HRM PRACTICE 3: PERFORMANCE MANAGEMENT
• The name given to the formal conversations between line manager and employee about priorities and
their achievements
• But also…
• HR designed process designed to align the workforce with the strategy
• Current trends and challenges:
✓ HRM analytics
• Effects on outcomes:
✓ Expectancy theory
HRM PRACTICE 4: REWARDS
• People are the largest single operating cost item of most businesses
• Using rewards to motivate employees and/or engender their active commitment or engagement
• Current trends and challenges:
• Bonuses
• Performance related pay
• Pay differences
• Effects on outcomes: motivation theory, efficiency wage theory
3
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