Human Resources Management Techniques I
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Questions and Answers

Which model of human resource management is also known as the matching model or best-fit approach?

  • Michigan Model (correct)
  • Contingency Model
  • Systems Model
  • Harvard Model

What is a key feature of the Michigan Model?

  • Focus on employee satisfaction
  • Recognition of multiple stakeholders
  • Development of transformative policies
  • Emphasis on recruitment and selection (correct)

Which leadership style is primarily associated with the Michigan Model?

  • Transformational leadership
  • Autocratic leadership (correct)
  • Servant leadership
  • Democratic leadership

What does the Harvard Model emphasize in human resource management?

<p>Soft HRM policies and employee engagement (D)</p> Signup and view all the answers

In the Michigan Model, employees are viewed primarily as what?

<p>Resources to be managed (A)</p> Signup and view all the answers

Who developed the Harvard Model of HRM?

<p>Michael Beer (C)</p> Signup and view all the answers

What aspect is prioritized in the Michigan Model's approach to HRM?

<p>Cost reduction and efficiency (A)</p> Signup and view all the answers

What does the Harvard Model recognize about stakeholders?

<p>Various multiple stakeholders exist within the organization (C)</p> Signup and view all the answers

What defines a system in the context of management?

<p>An organized collection of parts working towards a common goal. (A)</p> Signup and view all the answers

What is a key premise of General Systems Theory?

<p>The whole is greater than the sum of its parts. (B)</p> Signup and view all the answers

Which analogy is used to explain the idea that the whole is greater than the sum of its parts?

<p>Baking a cake from various ingredients. (B)</p> Signup and view all the answers

In the context of HRM, what does the term 'sociotechnical system' refer to?

<p>The combination of technology and interpersonal relationships. (C)</p> Signup and view all the answers

What is the role of Human Resource Management (HRM) within an organization according to the systemic approach?

<p>HRM is a central subsystem that interacts with and influences the technology and social systems. (D)</p> Signup and view all the answers

Which of the following best describes a model in the context of HRM?

<p>A prototype representing how HRM can function. (D)</p> Signup and view all the answers

What is a significant output of a well-functioning organizational system?

<p>Accomplishing the overall desired goal for the organization. (C)</p> Signup and view all the answers

What does the term 'input' refer to in the context of a system?

<p>Resources and information entering the system for processing. (B)</p> Signup and view all the answers

Flashcards

System

A set of interconnected parts working towards a common goal.

General Systems Theory (GST)

A theory finding common organizing principles across complex systems.

Open System

An organization that interacts with its environment.

Sociotechnical system

An organization combining technology and social interactions.

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HRM (Human Resource Management)

A key subsystem within an organization that manages employees.

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Model of HRM

A representation of how HRM functions within an organization.

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Whole is greater than the sum of its parts

Combining parts creates something more than individual parts.

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Inputs, Processes, Outputs

Elements in a system; inputs go through processes to create outputs for a goal.

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HRM Model

A framework representing how human resources are managed within an organization. It outlines the strategic approach and key elements, guiding the organization's HR practices.

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Michigan Model (Matching Model)

A model that emphasizes aligning HR strategies with the overall business strategy. It focuses on the hard aspects of HRM, such as cost reduction and resource optimization based on business needs.

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Harvard Model

A model that focuses on the soft aspects of HRM, prioritizing employee well-being, stakeholder relationships, and organizational culture. It recognizes the value of human capital.

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Hard HRM

A strategic approach to HRM that focuses on optimizing resources by minimizing costs and maximizing efficiency. It views employees as assets for achieving business goals.

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Soft HRM

A strategic approach to HRM that focuses on employee well-being, organizational culture, and stakeholder relationships. It values human capital and creates a positive work environment.

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Human Resource Cycle

A continuous process within HRM that includes various activities: recruitment, selection, performance management, rewards, development, and training.

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Key Principles in HRM

Core concepts that guide HRM practices, such as strategic alignment, employee engagement, performance management, talent development, and ethical considerations.

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Stakeholders in HRM

Individuals or groups with an interest in the organization's HR practices and decisions, including employees, managers, unions, investors, and the community.

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Study Notes

Human Resources Management Techniques I

  • Professor: Zulema Nacimiento, PhD.
  • University: University of Huelva
  • Unit: 0-2

Unit 0-2: The Systemic Approach and HRM Models

  • This unit focuses on the systemic approach to HRM and various models within the subject.

What is a System?

  • A system is a set of interconnected, separate elements working towards a common goal.
  • A system (or subsystem) is an organized collection of parts which are integrated in order to accomplish a larger overall goal.
  • Systems have inputs, processed through certain steps, to create outputs which combine to meet the desired goal.

General Systems Theory (GST or ST)

  • Outlined by Ludwig von Bertalanffy (1968).
  • GST's premise: complex systems share organizing principles which can be modeled mathematically.
  • GST aims to create a general theory explaining all systems in all fields of science.
  • It became a paradigm.
  • The basic idea of Systems Theory: 'the whole is greater than the sum of its parts.' A classic example is baking a cake: combining ingredients creates a cake whereas each ingredient on its own is not a cake.

The Organization as an Open System

  • Organizations are open systems, meaning they interact with their environments.
  • Inputs: Raw materials, human resources, capital, technology, and information.
  • Transformation Process: Employees' work activities, management activities, technology, and operations methods.
  • Outputs: Products/services, financial results, information, and human results.
  • Feedback: The cycle that adjusts the system based on inputs and outputs.

The Organization as a Sociotechnical System

  • Organizations are combinations of technology (tasks, equipment) and the social system (interpersonal relationships).
  • The two systems constantly interact and influence each other.

HRM as a Central Subsystem in an Enterprise

  • HRM is a crucial subsystem in any organization.
  • HRM is connected to other subsystems, such as product subsystems, financial subsystems, and marketing subsystems.

Models of HRM

  • Models in HRM are prototypes that represent reality.
  • In HRM, there are two well-known models: The Michigan Model and the Harvard Model.

HRM Models: The Michigan Model

  • Also known as the 'matching model' or 'best-fit' approach.

  • Developed at the Michigan Business School by Fornbun, Tichy & Devanna in 1984.

  • The model prioritizes a tight fit between HR strategies and the overall business strategies.

  • Emphases the importance of business strategy and ‘matching’ employees to business needs.

  • The HR cycle includes recruitment & selection, performance, rewards and development & training.

  • Focuses on hard HRM (cost-effectiveness, short-term focus, and autocratic leadership styles).

    -Advantages: -Cost-effective -Minimal investment in employee development or training -Faster decision-making at the senior management level

    -Disadvantages: - Demotivating for employees - High staff absenteeism and turnover due to employee dissatisfaction - Ineffective recruitment practices - Inappropriate consideration of stakeholder interests

  • Key Principles: Emphasizes the human resource cycle: recruitment & selection, performance & monitoring, rewards, and development & training

HRM Models: The Harvard Model

  • Referred to as 'the map of HRM territory'.

  • Postulated by Beer in 1984 at Harvard University.

  • Recognizes the existence of multiple stakeholders in an organization.

  • Focuses on soft HRM (employee participation, long-term view, and democratic leadership style).

    -Advantages: - Employee participation, empowerment, and commitment - High productivity and a strong employee-employer relationship - Improved communication and teamwork - Equal opportunities for all individuals

    -Disadvantages: - High cost of training for employees - Wage increases to maintain competitiveness - Slower decision-making process

  • HRM is viewed as a set of policy choices (reward/work systems).

  • Focus is on organizational performance and employee well-being.

  • Effective utilization of employees is key.

  • Long-term focus, employee empowerment, delegated roles, and democratic leadership are prioritized.

Michigan and Harvard Models: Aims

  • Both models aim to achieve the effective utilization of human resources.
  • The key goal is enabling the achievement of organizational objectives.

General Systems Theory Summary

  • Introduced in 1968, it's a base for understanding how organizations function because they are made of interconnected units; the whole is greater than the sum of its parts.
  • It clarifies how HR can be a central, critical component needed by organizations for efficiency and success.

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Description

This quiz covers Unit 0-2 of Human Resources Management, focusing on the systemic approach and various HRM models. It explores the definition of a system, General Systems Theory, and the characteristics of complex systems. Prepare to delve into the intricacies of HRM concepts and their applications.

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