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Questions and Answers
What was the main purpose of the emergence of HRM in the 1980s in the US and Europe?
To re-examine and reorient employment relationships within organizations.
How did the emergence of HRM challenge traditional Personnel management functions?
By requiring HRM to add value to overall goals and objectives of organizations and act as a strategic partner to top management.
Why was it argued that HRM can no longer limit itself to traditional administrative tasks in the 1980s?
To demonstrate how it can add value to overall goals and objectives of organizations.
What role does HRM have to play beyond operational considerations?
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How did the emergence of HRM in the 1980s impact the management of people in organizations?
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What new challenges did organizations face in the 1980s that necessitated the reexamination of employment relationships?
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Why was HRM viewed as an important development in the 1980s?
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How did HRM in the 1980s contribute to the realization of business purposes?
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What was the key shift in focus required for HRM in the 1980s?
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Why did HRM have to go beyond operational considerations in the 1980s?
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