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HRM10004: Human Resource Practices Lecture 1
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HRM10004: Human Resource Practices Lecture 1

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Questions and Answers

What is HRM defined as?

The management of employees for their own benefit and for their organisations.

HRM is (or ought to be) ___

strategic

Which of the following is NOT a characteristic of HRM?

  • Proactive
  • Reactive (correct)
  • Participation and informed choice
  • Open channels of communication

    • HRM activities include only recruitment and performance management.

    <p>False</p> Signup and view all the answers

    Match the stages in the development of HRM with their corresponding time frames:

    <p>Stage 1 = 1900 – 1940s Stage 2 = 1940s – mid-1970s Stage 3 = mid-1970s – late 1990s Stage 4 = 2000 onwards</p> Signup and view all the answers

    What does SHRM stand for?

    <p>Strategic Human Resource Management</p> Signup and view all the answers

    Which of the following activities is NOT typically included in human resource management?

    <p>Salary negotiation</p> Signup and view all the answers

    What was the primary focus of HRM during the stage from the mid-1970s to late 1990s?

    <p>Human resource management and strategic human resource management</p> Signup and view all the answers

    Which of the following best describes the difference between HRM and personnel management?

    <p>HRM incorporates strategic objectives.</p> Signup and view all the answers

    In which stage of HRM development did staffing and training first notably emerge?

    <p>1940s – mid-1970s</p> Signup and view all the answers

    Which of the following is considered a key component of HRM?

    <p>Remuneration and benefits</p> Signup and view all the answers

    What has been a significant expansion of HRM post-2000?

    <p>Greater emphasis on strategic human resource management</p> Signup and view all the answers

    Which HRM activity is primarily concerned with optimizing employee performance?

    <p>Performance management</p> Signup and view all the answers

    During which phase did HRM significantly shift towards integrating strategic elements?

    <p>mid-1970s – late 1990s</p> Signup and view all the answers

    What is the primary focus of Hard HRM?

    <p>Maximizing organizational objectives using human resources</p> Signup and view all the answers

    What aspect of Pluralism is emphasized in the context of business firms?

    <p>Accommodating differing and competing interests</p> Signup and view all the answers

    Which of the following is a criticism of HRM in Australia?

    <p>The adoption of unitarist U.S. models without adaptation</p> Signup and view all the answers

    What role does Strategic HRM play at the organizational level?

    <p>Aligning HR planning with corporate objectives</p> Signup and view all the answers

    Which statement is true concerning Soft HRM?

    <p>It fosters employee involvement through empowerment and consultation.</p> Signup and view all the answers

    What is a common characteristic of the pluralist perspective in firms?

    <p>Negotiation and compromise are essential for stability.</p> Signup and view all the answers

    At which level do HR practitioners develop plans to meet current labor needs?

    <p>Operational</p> Signup and view all the answers

    What is a significant implication of Pluralism for HRM in Australia?

    <p>It may require adaptations to model U.S. practices.</p> Signup and view all the answers

    Which of the following is NOT a component of strategic management?

    <p>Financial forecasting</p> Signup and view all the answers

    What type of strategy focuses on enhancing product quality and uniqueness?

    <p>Product differentiation</p> Signup and view all the answers

    Which business strategy involves focusing on reducing operating costs?

    <p>Cost leadership</p> Signup and view all the answers

    In the context of HR strategy linkages, what characterizes an interactive approach?

    <p>HRM contributes to and reacts to corporate planning.</p> Signup and view all the answers

    Which international strategy aims to standardize products and services globally?

    <p>Global strategy</p> Signup and view all the answers

    Which strategy combines aspects of growth, retrenchment, and stability?

    <p>Combination strategy</p> Signup and view all the answers

    What does a fully integrated linkage between HR and organisational strategies imply?

    <p>HRM interacts in both formal and informal ways during strategy development.</p> Signup and view all the answers

    Which of the following strategies is primarily concerned with reducing the scope of a business?

    <p>Retrenchment strategy</p> Signup and view all the answers

    What does the 'Harvard' model of HRM emphasize?

    <p>A broad set of policy choices responding to organizational characteristics.</p> Signup and view all the answers

    Which of the following is an imperative of HRM theory?

    <p>Efficiency and competitive HR advantage.</p> Signup and view all the answers

    In the context of Unitarism, how is the organization viewed?

    <p>As a unified entity working towards a common goal.</p> Signup and view all the answers

    What is suggested about human resources in HRM theories?

    <p>They cannot be manipulated and require sensitive management.</p> Signup and view all the answers

    Which of the following best describes the dismissal of 'one best way' models of HRM?

    <p>Allowing flexibility to adapt to different environments.</p> Signup and view all the answers

    What does effective utilization of employees aim to achieve in HRM?

    <p>Facilitating the accomplishment of organizational objectives.</p> Signup and view all the answers

    Unitarism views conflict and factionalism as:

    <p>Pathological and detrimental to organizational harmony.</p> Signup and view all the answers

    What has significantly influenced the rapid changes in Australia's industry structure?

    <p>Deliberate government policy initiatives</p> Signup and view all the answers

    In the context of HRM, what is a characteristic of the relationship between capital and labor in Unitarism?

    <p>They act as joint partners towards common goals.</p> Signup and view all the answers

    Which type of jobs are stated to be more likely to be replaced by automation?

    <p>Jobs with low mobility and dexterity</p> Signup and view all the answers

    Which sector represents the most recent stage in the composition of the Australian economy?

    <p>Tertiary sector, involving services</p> Signup and view all the answers

    What is one of the key focuses of Strategic Human Resource Management (SHRM)?

    <p>Ensuring alignment with business strategic plans</p> Signup and view all the answers

    Which demographic factor is significantly impacting the workforce in Australia?

    <p>Growing number of retirees in the workforce</p> Signup and view all the answers

    How should Strategic HRM be conceived and implemented?

    <p>Jointly by both HR and line managers</p> Signup and view all the answers

    What effect do computers have on the workplace, according to the provided information?

    <p>They expand competition and lower consumer costs</p> Signup and view all the answers

    Which of the following changes in work patterns is noted in the content?

    <p>Casualisation of employment</p> Signup and view all the answers

    Study Notes

    Lecture Overview

    • Introduction to Human Resource Management (HRM) covering its evolution and context.
    • Discussion on unit outline and key subjects of HRM.

    Definitions and Characteristics of HRM

    • HRM is defined as the management of employees for their benefit and the organization’s benefit.
    • Encompasses the integration of international business, organizational behavior, personnel management, and industrial relations.
    • Described as strategic and involves an integrated set of activities.
    • Employees are viewed as valuable assets within the organization.

    Key Characteristics of HRM

    • Proactive approach to managing human resources.
    • Emphasizes strategic fit and integration with organizational goals.
    • Recognizes people as social capital.
    • Focuses on equal power dynamics and building trust among stakeholders.
    • Promotes open communication channels, participation, and informed decision-making.

    HRM Roles, Functions, and Strategies

    • Major HRM activities include:
      • Job analysis and human resource planning.
      • Recruitment and selection processes.
      • HR development and performance management.
      • Remuneration structures and employee health and safety protocols.
      • Industrial and employee relations management.

    Stages in the Development of HRM

    • Stage 1 (1900 – 1940s): Focus on welfare and administrative functions.
    • Stage 2 (1940s – mid-1970s): Transition to staffing, training, and industrial relations, evolving into personnel management.
    • Stage 3 (mid-1970s – late 1990s): Establishment of Human Resource Management and strategic HRM.
    • Stage 4 (2000 onwards): Ongoing evolution of strategic HRM into future practices.

    Concepts and Models in HRM

    • HRM distinguishes itself from personnel management through focus, principles, and applications.
    • The need for HRM arose from the inadequacies of traditional personnel management in effectively managing people.

    HRM Activities

    • Key HRM activities encompass job analysis, HR planning, recruitment, selection, HR development, performance management, remuneration, employee health and safety, and industrial relations.
    • Essential components of HRM include workforce recruitment, health and safety, training, development, and effective management of human resources.

    Stages in the Development of HRM

    • 1900–1940s: Focus on welfare and administration.
    • 1940s–mid-1970s: Introduction of personnel management emphasizing staffing and training.
    • Mid-1970s–late 1990s: Evolution towards human resource management and strategic HRM (SHRM).
    • 2000 onwards: Continuation and advancement of SHRM.

    Concepts and Models in HRM

    • HRM differs from personnel management by focusing on strategic imperatives to manage people effectively.
    • The "Harvard" model highlights HRM as a response to organizational characteristics influenced by external labor market conditions.

    Principles of HRM

    • Effective employee utilization is crucial for achieving organizational objectives.
    • HRM theories stress efficiency, productivity, labor flexibility, and the need for a competitive HR advantage.
    • Emphasis on diverse HRM applications to accommodate varying national and industrial relations environments.

    Unitarism vs Pluralism

    • Unitarism: Views organizations as integrated entities with common goals, minimizing conflicts and treating trade unionism as illegitimate.
    • Pluralism: Acknowledges the presence of conflicting interests within firms, legitimizing trade unions as representatives of employee interests.

    Hard vs Soft HRM

    • Hard HRM: Focuses on strategic utilization of human resources for organizational goals.
    • Soft HRM: Involves employee engagement through consultation, empowerment, and leadership, contrasting "tough-minded" approaches.

    Critiques of HRM Theory

    • Application of U.S. unitarist models questioned in Australian workplaces.
    • Lack of consistent HRM definitions and ambiguity in its boundaries.
    • Recognition of HRM's evolution from personnel management and industrial relations.

    Principal Responsibilities of HRM

    • Ensure proper workforce numbers, types, and skills are in place at the right time and cost to meet current and future needs.
    • HR practitioners operate strategically, operationally, and functionally to align with corporate goals.

    Components of Strategic Management

    • Involves strategy formulation, setting organizational mission and objectives, environmental analysis, strategy selection, implementation, performance evaluation, and feedback.

    Types of Business Strategies

    • Strategies include innovation, quality improvement, cost reduction, growth, retrenchment, and stability, with international strategies categorized as global, multidomestic, and transnational.

    Linking SHRM with Business Strategy

    • HR strategies may adopt various linking mechanisms:
      • Accommodative: HR strategies mirror organizational strategies.
      • Interactive: Two-way communication between HRM and corporate planning.
      • Fully Integrated: HR specialists actively involved in strategic decision-making.

    Changes in the Australian Economy

    • Significant shifts observed in industry and occupational structures, driven by government policies aimed at enhancing competitiveness.
    • Increased automation affecting job nature, leading to job losses in roles with low social interaction, creativity, or dexterity.

    Contextual Factors Affecting HRM

    • Social/Demographic Factors: Include an ageing workforce, increased female participation, and changing work patterns.
    • Political/Legal Context: Shapes the framework within which HR operates.

    Strategic HRM Developments

    • HR managers are needed to align HR strategies closely with competitive business strategies.
    • Emphasis on productivity, customer service, teamwork, and flexibility in strategic HR initiatives.

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    Related Documents

    Lecture 1-2.pptx

    Description

    This quiz covers the introduction, evolution, and context of Human Resource Management (HRM) as outlined in the first lecture of the HRM10004 course. It will discuss the basic principles of HRM and its comparison with personnel management. Prepare to explore key concepts that form the foundation of effective HR practices.

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