HRM Core Course Lecture 1 2017.pptx - Leeds University Business School LUBS 5330M Human Resource Management Lecture 1 Introduction to module What is HRM

HRM Core Course Lecture 1 2017.pptx - Leeds University...

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Leeds University Business School LUBS 5330M Human Resource Management Lecture 1 Introduction to module / What is HRM?
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Leeds University Business School Lecture 1: What is HRM? Outline Defining HRM A brief history: from personnel management to strategic HRM, Obstacles to effective HRM, Making links between HRM and performance HRM and the Global Financial Crisis
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Leeds University Business School Defining HRM Something new … ‘Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques’ (Storey, 2007) The same old … ‘HRM includes anything and everything associated with the management of employment relationships in the firm. We do not associate HRM solely with a high commitment model of labour management or with any particular ideology or style of management’ (Boxall and Purcell, 2008)
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Leeds University Business School The Employment Cycle “The employment cycle is the sequence of stages through which all employees pass in each working position they hold, from recruitment and selection to termination” (Huczynski and Buchanan, 2010)
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Leeds University Business School The Employment Cycle Recruitment Selection Induction Training Performance Appraisal Reward Discipline Career planning Promotion Exit Recruitment Adapted from Huczynski and Buchanan, 2010 (p.27)
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Leeds University Business School HR Function Issues and Activities Recruitment and selection Getting right employees into the right jobs; sensitivity to diversity issues. Training and Development Tension between individual and organisational responsibility; development as a retention tool; coping with new technology Performance Appraisal and Reward Annual appraisal; pay policy; fringe benefits; performance related pay Managing Conduct and Discipline Sexual harassment, drug abuse, health and safety, monitoring misconduct, policy communication Participation and Commitment Managing staff communication and involvement schemes. Collective bargaining; consultation. Organisational Development and Change Facilitating broader culture change and new forms of work flexibility
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Leeds University Business School A more inclusive definition of HRM (Boxall and Purcell, 2008) HRM Activities Individual Performance Ability (skills, training) Motivation (rewards, incentives) Opportunity (job design) Organisational Performance Organisation (co-ordination, architecture) Capabilities (team-work, decision-making) Attitudes (climate, culture)
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Leeds University Business School Some other things to consider: More than one style or approach towards HRM depending on: Level or occupational group, Industry or sector, Societal context.
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