Human Resource Management Overview (From Tyson, Chapter 4)

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Questions and Answers

What is the primary focus of the Human Resource Manager role as described?

Development and utilization of people as assets (correct)

Optimization of financial performance through control

Strict adherence to organizational hierarchy

Enforcement of comprehensive rules and regulations

Which management theory views workers from a pessimistic perspective regarding their motivations?

Bureaucratic Theory

Human Relations Theory

Theory X (correct)

Participative Management

What is a key characteristic of the Liberal Radical personnel manager?

Emphasis on authoritarian leadership styles

Prioritization of economic efficiency above all

Advocacy for individual participation and communication (correct)

Focus on strict procedural adherence

How did the provision of canteens and sick visiting contribute to employee morale?

By anticipating reciprocal service from employees Signup and view all the answers

Which period highlights the bureaucratic approach to personnel management?

1914 to present Signup and view all the answers

What is a typical concern of employment management up to the 1930s?

High value on performance investigation Signup and view all the answers

What do welfare provisions, such as canteens, aim to achieve in the workplace?

Enhance worker satisfaction and service reciprocity Signup and view all the answers

What role does productivity bargaining play in industrial relations?

It emphasizes cooperation and mutual benefit Signup and view all the answers

What was a key focus of productivity bargaining in the 1960s?

Share in wealth from technological improvements Signup and view all the answers

Which report critically evaluated the competencies of personnel managers in the context of industrial relations?

The Donovan Report Signup and view all the answers

What criticism did the Donovan Report highlight about management's reaction to industrial conflicts?

Management's responses were often ad hoc Signup and view all the answers

How did the role of personnel staff change in organizations by the mid-1960s?

They began to be employed full-time in various sectors Signup and view all the answers

What aspect did the Donovan Report suggest personnel managers needed more skill in?

Negotiation and industrial relations strategy Signup and view all the answers

What role is often seen as the most acceptable for personnel management within an organization's authority structure?

Consultant problem-solver Signup and view all the answers

What was a significant outcome of the critiques provided in the Donovan Report?

A push for innovative personnel management strategies Signup and view all the answers

Which of the following was identified as a contributing factor to unofficial strikes during the 1960s?

Inadequate handling of industrial relations by managers Signup and view all the answers

What was a significant outcome of personnel management in industrial relations?

The creation of conditions under which certain industrial relations policies were accepted. Signup and view all the answers

Which of the following issues widened the scope of negotiation with unions in the industrial sector?

Training and safety alongside pension schemes and discipline. Signup and view all the answers

What role did personnel managers play in the public sector during unionization growth?

They promoted good relationships through organization development schemes. Signup and view all the answers

Which economic phenomenon characterized post-war Britain for 25 years?

Boom-slump cycles affected by fiscal policies. Signup and view all the answers

What was one expectation from personnel management regarding employers?

To ensure minimum standards and prevent rogue practices. Signup and view all the answers

How did personnel management affect wage control during post-war Britain?

It involved controlling wage policies on a company-wide basis. Signup and view all the answers

What impact did the welfare movement have on personnel management?

Increased improvement in working conditions. Signup and view all the answers

What is productivity bargaining in industrial relations?

Bargaining that connects productivity improvements with wage increases. Signup and view all the answers

Study Notes

Personnel Management to Human Resource Management

Human Resource Management (HRM) involves the goals of specialists and how they assist organizational goals.
Early 20th century writers like Fayol, Urwick, and Brech classified managerial activities as planning, coordinating, controlling, and motivating.
This classification shows awareness of work management, adaptation to environmental changes, and overcoming obstacles; helpful for analyzing resource deployment.
HRM is better described as part of continuous social processes within organizational life.

Manager Actions

Managerial actions focus on achieving results through other people, emphasizing interpersonal skills.
Communication, trust, fairness, enthusiasm, and a sense of humanity are more crucial than techniques like discounted cash flow or critical path analysis.
Effective managers exercise authority legitimately, maintain subordinate commitment to organizational goals, and build effective teams.

Transition from Personnel Management

"Personnel Management" was the common term in the 1960s-1980s, "Human Resource Management", an import from the US, became prevalent from 1980s onward.
A debate exists on whether this shift signals a change in work performed or if it's merely a label change.

Definition of HRM

HRM's strategic role is underscored through a 25-item checklist contrasting HRM from personnel and industrial relations.
This checklist focuses on individual contracts, managing by values, a strong business orientation, and a distinctive fit between HRM and business strategy.

HRM Models

HRM traditions show variation in emphasis on aspects like planning, selection, industrial relations, and management development.
Various 'personnel' and 'HRM' models differentiate roles of senior managers and staff and how tasks can be accomplished.
HRM roles range from administrative, to business manager, consultant, and more complex strategic roles.
Different managerial models depend on factors including organization size, departmental structures, and the decision-making processes.

Early History of Personnel Management (up to 1914)

Industrial revolution saw rapid application of power sources, causing population growth, new markets, technology, and vertical integration.
Critics emerged of unchecked exploitation of workers by their employers, through the 19th century.
Measures regarding workers' health and rights emerged from the 19th century onwards, leading to early welfare policies.
Early welfare work focused on women in factories and was initially seen as a concern only regarding women.

World War I and Personnel Management

World War I led to a surge in welfare officers and significant state regulation of employment.
Wartime necessitated changes in manning and required control of labor supply.
Welfare efforts expanded and were seen to be valuable.

Early Personnel Departments (1920-1939)

Employment managers like "Labour Officer" and "Men's Employment Officer" became common.
There was a push towards complexity and differentiation in management.

The Role of Personnel Management During World War II (1939-1945)

Personnel management expanded to cover nearly all factories during WWII due to stricter controls,
Welfare and personnel work expanded as full-time efforts, with concerns about productivity.
Large-scale production and military needs changed the workforce drastically and management was needed to adapt.

Personnel Management and Industrial Relations (1945-1968)

Understanding of personnel management is not complete without exploring industrial relations and the roles of managers and trade unions.
Issues including wage control, negotiations, workforce relationships, were of high importance during this period.
Personnel managers played a role in negotiation procedures during this period.
Personnel work was seen as important for organizational strategy.

National Economic Policy, Legislation, and Personnel Techniques (1968-1979)

State intervention influenced wage policies and employment regulations.
A period of low unemployment for decades following WWII.
National policy, legislation, and methods for workforce management were significant in this time period.

Personnel Management in the 1979-1997

A Conservative government introduced changes and legislation toward limiting trade unions.
Advancements in technology saw greater use of computers and recording in personnel management.
HR work moved to a more strategic role, in some organizations.

Personnel Management in the 1997 Onwards

Growing role of HRM in management; in response to increased competitiveness.
Changes in business and societal needs changed HR models and the work that HR workers do.
The expanded use of technology in administrative functions and HR record keeping, increased from the 70's onward.

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Description

This quiz explores the transition from Personnel Management to Human Resource Management, focusing on the roles of managers and their interpersonal skills. Key concepts include the classification of managerial activities and the importance of effective communication and team-building in achieving organizational goals.