Human Resources Management Techniques I
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Questions and Answers

What does the Michigan Model emphasize in human resource management?

  • Soft HRM practices
  • Stakeholder engagement
  • Alignment with business strategy (correct)
  • Employee autonomy

Which of the following is NOT a key principle of the Michigan Model?

  • Recruitment and selection
  • Employee empowerment (correct)
  • Performance and monitoring
  • Development and training

How is the Harvard Model primarily characterized in terms of HRM approach?

  • Hard HRM focused on cost reduction
  • Autocratic HRM for strict compliance
  • Result-driven HRM with high control
  • Soft HRM emphasizing human elements (correct)

Who developed the Michigan Model of HRM?

<p>Fornbun, Tichy &amp; Devanna (D)</p> Signup and view all the answers

In the context of the Michigan Model, how are employees viewed?

<p>As resources for cost savings (A)</p> Signup and view all the answers

What type of leadership style is associated with the Michigan Model?

<p>Autocratic leadership (A)</p> Signup and view all the answers

Which of the following describes the Harvard Model's view on stakeholders?

<p>It recognizes multiple stakeholders within the organization. (C)</p> Signup and view all the answers

What is a primary focus of the Michigan Model in HRM?

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

What is the primary goal of a system according to the systemic approach?

<p>To achieve a common goal through interrelated parts (C)</p> Signup and view all the answers

Who outlined the General Systems Theory (GST)?

<p>Ludwig von Bertalanffy (A)</p> Signup and view all the answers

What does the phrase 'the whole is greater than the sum of its parts' imply in the context of systems?

<p>The interaction of parts creates a new entity. (B)</p> Signup and view all the answers

Which of the following best describes the organization as a sociotechnical system?

<p>It combines technology and social interactions. (B)</p> Signup and view all the answers

In HRM models, what is the significance of a model?

<p>It provides a prototype for understanding HRM principles. (D)</p> Signup and view all the answers

What is a common process that different systems go through?

<p>Transforming inputs into outputs (C)</p> Signup and view all the answers

How does General Systems Theory relate to different fields of science?

<p>It aims to develop a universal theory applicable to all systems. (D)</p> Signup and view all the answers

What characteristic distinguishes inputs and outputs within a system?

<p>Inputs are transformed through processes to yield outputs. (C)</p> Signup and view all the answers

Flashcards

System

A set of interconnected parts working towards a common goal.

General Systems Theory

A theory that complex systems share common principles that can be studied.

Open System (Organization)

A company that interacts with its environment, taking resources and releasing products or services.

Sociotechnical System

An organization combining technology and social systems (people's relationships).

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HRM (Human Resource Management)

The part of a company that manages employee relationships.

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Model (HRM)

A prototype or simplified representation of something, used to understand and study how something works.

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"Whole is greater than the sum of its parts"

When things work together, they perform better than they would alone.

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Input/Process/Output

In a system, inputs are resources, processes are actions, and outputs are results.

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Michigan Model (HRM)

A human resource management model emphasizing a 'best-fit' approach where HRM strategies align closely with overall business strategies. It prioritizes a tight match between employees and business needs.

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Harvard Model (HRM)

A human resource management model that emphasizes the human side of HRM, considering various stakeholder interests and multiple policies, as opposed to a purely strategic approach like Michigan's.

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Hard HRM

A style of HRM that prioritizes cost reduction, strategic control, and systems for managing employees to further competitive advantage.

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Soft HRM

A style of HRM that considers various stakeholder interests and human-centric policies in a way that aligns with organization goals.

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Human Resource Cycle (in Michigan Model)

A continuous process in HRM encompassing recruitment, selection, performance monitoring, rewards, and development/training.

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HRM Model

A representation describing the approach and strategy employed in human resource management.

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Michigan Model - Matching

A human resource strategy based on a 'best fit' approach to align HRM strategies with the overall business strategy.

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Harvard Model - Multiple Stakeholders

A human resource management model that recognises the existence and importance of various stakeholders in an organization.

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Study Notes

Human Resources Management Techniques I

  • The course is titled "Human Resources Management Techniques I", and is part of Unit 0-2.
  • The professor is Zulema Nacimiento, PhD, from the University of Huelva.

The Systemic Approach and HRM Models

  • This unit covers the systemic approach to Human Resource Management (HRM).
  • The study of organizations as systems, looking at the interaction of various components.

What is a System?

  • A system is a group of interconnected parts working toward a common goal.
  • Systems can be made up of subsystems, which are highly integrated.
  • Systems have inputs, processes, outputs, and feedback loops.
  • These elements interact to achieve a desired outcome.

General Systems Theory (GST or ST)

  • GST, developed by Ludwig von Bertalanffy in 1968, proposes that complex systems share organizing principles.
  • These principles can be identified and modeled mathematically.
  • The theory aims to generalize how systems function across various scientific fields.
  • A key concept of GST is that "the whole is greater than the sum of its parts."
  • Illustrated with the example of baking a cake—the final product is more than just the individual ingredients.

Organization as an Open System

  • Organizations are open systems, interacting with their environment—inputs (raw materials, resources) are processed, outputs (products, services) result, and feedback loops are created.
  • Environmental factors include various inputs and outputs like raw materials, human resources, capital, technology, information, products, services, financial results, information, and human results.

Organization as a Sociotechnical System

  • Organizations combine technology (tasks, equipment, arrangements) and the social system (interpersonal relationships of employees).
  • These two systems are constantly interacting and influencing each other.

HRM as a Central Subsystem

  • HRM plays a central role within an organization.
  • It's connected to other subsystems like finance, marketing, and technical in an enterprise.

HRM Models

  • Models are prototypes or abstractions of reality in HRM.
  • Two important models are the Michigan Model and the Harvard Model.

The Michigan Model

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

  • Focuses on fitting HR strategies to overall business strategies.

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

  • Emphasizes hard HRM and business strategy.

  • Matches employees to business needs.

  • Outlines the human resource cycle including recruitment, selection, performance, reward, and development.

  • The model accounts for important factors such as:

    • Economic forces
    • Political forces
    • Organization structure
    • Mission and strategy
    • Cultural forces
  • Focuses on reducing costs as a route to success.

  • Employee strategic control and systems in managing people.

  • HRM role in improving organization's competitive advantage.

  • Advantages: Cost-effective, minimal training investment; faster decision-making by senior management. Less employee participation.

  • Disadvantages: Demotivating for employees, no skill or ability considerations, high staff absenteeism and turnover, ineffective recruitment, and doesn’t consider stakeholder interests.

The Harvard Model

  • Often called the "map of HRM territory."
  • Proposed by Beer in 1984 at Harvard University.
  • Recognizes multiple stakeholders in the organization.
  • Focuses on the human or soft side of HRM.
  • Viewed as "soft HRM," focusing on long-term success.
  • Advantages: High employee participation and encouragement of motivation, commitment, and empowerment. High productivity, strong employee relationships, easy communication and teamwork. Fair opportunity for all individuals.
  • Disadvantages: High cost of training, wage increases, delay in decision-making.

Aims of Michigan and Harvard Models

  • The models aim to effectively utilize HRM to meet organizational objectives, ensuring efficient use of human capital in reaching company goals.

Summary of the General Systems Theory

  • The General Systems Theory, developed by von Bertalanffy in 1968, establishes that the whole is greater than the sum of its parts.
  • This theory enables a deeper understanding of complex systems, including organizations.
  • The theory explains how organizations are made up of various parts that work together to achieve a common goal. The human resources subsystem is of importance as employees and the workforce are the most important resource in an organization.
  • HRM models like the Michigan and Harvard models allow strategic use of human resources to improve company performance and effectiveness.

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Description

Explore the systemic approach to Human Resource Management in this quiz based on Unit 0-2 of the course. Understand the interaction of various components within organizations as systems and learn about General Systems Theory's implications for HRM.

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