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?

Fornbun, Tichy & Devanna (D) Signup and view all the answers

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

As resources for cost savings (A) Signup and view all the answers

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

Autocratic leadership (A) Signup and view all the answers

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

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

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

Cost reduction (B) Signup and view all the answers

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

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

Who outlined the General Systems Theory (GST)?

Ludwig von Bertalanffy (A) 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?

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

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

It combines technology and social interactions. (B) Signup and view all the answers

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

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

What is a common process that different systems go through?

Transforming inputs into outputs (C) Signup and view all the answers

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

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

What characteristic distinguishes inputs and outputs within a system?

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

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.