Personnel Management to HRM Overview
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Questions and Answers

What is a potential consequence of the growth of specialist consultants in HRM?

  • Enhanced integration of HR strategies with business strategies
  • Streamlining of HR functions
  • Increased collaboration among HR departments
  • Balkanization of the HR role (correct)

Which model of HRM is characterized by striving for integration with business relevance?

  • Business manager model (correct)
  • Industrial relations model
  • Welfare officer model
  • Administration model

What conflict might occur within the business manager model of HRM?

  • Prioritizing legal correctness over employee commitment
  • Inability to respond to changes in the marketplace
  • A focus only on administrative tasks
  • Difficulty in championing values amidst restructuring (correct)

Which job title is typically associated with the consultancy model of HRM?

<p>Change manager (C)</p> Signup and view all the answers

What is one of the objectives of the administration model of HRM?

<p>Ensure legal correctness (D)</p> Signup and view all the answers

What might hinder the effectiveness of HRM as a business manager?

<p>High levels of restructuring and cost pressures (A)</p> Signup and view all the answers

Which aspect is most associated with the industrial relations model of HRM?

<p>Legal correctness and harmony (D)</p> Signup and view all the answers

Which focus does the consultancy model of HRM emphasize?

<p>Projects and organizational responsiveness (A)</p> Signup and view all the answers

What influences the organizational conduct of human resource departments?

<p>The particular organization and its structure (D)</p> Signup and view all the answers

How is the role of HR managers typically described in relation to line managers?

<p>As advisers to line managers (C)</p> Signup and view all the answers

What limits the HR manager's ability to implement changes such as a new pension scheme?

<p>Their executive power as defined by the chief executive (A)</p> Signup and view all the answers

Why might an HR manager not be solely accountable for achieving organizational objectives?

<p>Their role is advisory rather than executive (D)</p> Signup and view all the answers

What characteristic is often assigned to HR directors in relation to company boards?

<p>They advise on the impact of decisions on personnel policies (D)</p> Signup and view all the answers

What is a challenge faced by line managers in achieving their objectives?

<p>They often cannot dictate workforce deployment details (D)</p> Signup and view all the answers

What is a common perception of the term 'human resource management' (HRM) by some critics?

<p>It is merely a rebranding of traditional personnel departments. (C)</p> Signup and view all the answers

In what way can HR managers contribute to improving organizational relationships?

<p>By acting as mediators between departments (D)</p> Signup and view all the answers

In the context of HRM, what does 'transactional work' primarily involve?

<p>Handling routine requests for recruitment and terminations. (A)</p> Signup and view all the answers

What aspect of HR roles can differ based on the organization's structure?

<p>HR's involvement in decision-making processes (A)</p> Signup and view all the answers

Which aspect is NOT typically associated with the role of HRM as a 'police-man'?

<p>Developing employee skill sets. (D)</p> Signup and view all the answers

What approach does organization development in HRM emphasize?

<p>Adaptation to change through relationships and social sciences. (B)</p> Signup and view all the answers

Which of the following statements best reflects the challenges faced by HRM strategies?

<p>They vary according to organizational threats and opportunities. (A)</p> Signup and view all the answers

What is one of the primary roles of HRM regarding legal and industrial relations responsibilities?

<p>To remind senior management of their responsibilities. (C)</p> Signup and view all the answers

What does the term 'work intensification' indicate in the context of HRM?

<p>An increase in the level of effort required from employees. (D)</p> Signup and view all the answers

What criticism do some academics have regarding the changing nature of HRM?

<p>It reduces the power of specialized HR personnel. (B)</p> Signup and view all the answers

What was identified as a key role in managing change within organizations?

<p>Developing new organization cultures (A)</p> Signup and view all the answers

What was a consequence of the reports by Handy, Constable, and McCormick?

<p>Stimulus to new MBA programs (A)</p> Signup and view all the answers

What organizational change was noted during the recession starting in the early 1990s?

<p>Outsourcing of certain functions (C)</p> Signup and view all the answers

What impact did divisional structures have on decision-making processes?

<p>Increased local empowerment in decision-making (B)</p> Signup and view all the answers

What was one result of employing total quality management (TQM) and business process redesign (BPR) outside the HR function?

<p>Increased emphasis on employee management (A)</p> Signup and view all the answers

How did the election of a new Labour Government in 1997 affect industrial relations in the UK?

<p>Continuity in the broad agenda on industrial relations (C)</p> Signup and view all the answers

What primary role does HR management play in the context of organizational operations during potential threats?

<p>Ensuring recruitment of suitable candidates and operational continuity (D)</p> Signup and view all the answers

What was a characteristic of the UK economy during the period following 1997?

<p>Buoyant economy compared to European partners (D)</p> Signup and view all the answers

What concept collapsed as a result of organizational changes during the recession?

<p>The career concept or 'jobs for life' (B)</p> Signup and view all the answers

In which scenario did Alayne Gentul exemplify the responsibilities of HR management?

<p>Evacuating employees during a terrorist attack (C)</p> Signup and view all the answers

Which of the following models of HRM is characterized by supporting line managers and focusing on administrative routines?

<p>Clerk of works (D)</p> Signup and view all the answers

What main focus does the 'Contract manager' model of HRM emphasize?

<p>Implementation of personnel policies and industrial relations (D)</p> Signup and view all the answers

How did HR management roles evolve according to Tyson and Fell's models?

<p>They shifted from purely administrative to partnership roles with senior management. (D)</p> Signup and view all the answers

Which model of HRM is described as having a pragmatic, problem-solving focus?

<p>Contract manager (B)</p> Signup and view all the answers

What critical responsibility did HR managers have after events such as 9/11?

<p>Implementing stringent recruitment and security measures (C)</p> Signup and view all the answers

In the 'Architect' model of HRM, how does the personnel manager view their role?

<p>As primarily a business manager, secondarily a personnel manager (B)</p> Signup and view all the answers

What major factor allows HR professionals to effectively manage personnel within different organizations?

<p>The ability to switch between different management models as required (B)</p> Signup and view all the answers

Which historical role does personnel management predominantly assume based on the welfare tradition?

<p>A personal service dedicated to the well-being of employees (A)</p> Signup and view all the answers

How has the relationship between line managers and HR managers been characterized in successful personnel work?

<p>Their interdependence is key to achieving organizational objectives (C)</p> Signup and view all the answers

What is a significant outcome of the adaptation of personnel management practices over time?

<p>The recognition of diverse traditions in personnel management with unique historical significance (A)</p> Signup and view all the answers

In what way did human resource management represent a shift in people management during the 1980s and 1990s?

<p>It integrated a business strategy approach to managing people (D)</p> Signup and view all the answers

What is a key characteristic of personnel management that distinguishes it from simple administrative tasks?

<p>It involves strategic planning and development for employees (C)</p> Signup and view all the answers

What trend is likely to affect the survival of human resource management as a distinct profession?

<p>The increasing reliance on artificial intelligence in HR tasks (D)</p> Signup and view all the answers

What does the ability to switch models in HR management indicate about current practices?

<p>An understanding that no one model fits all organizational needs (A)</p> Signup and view all the answers

Flashcards

HRM Strategies

Different approaches to managing human resources, varying based on an organization's environment.

HRM Traditions

Different ways of viewing and applying HRM within organizations.

Social Conscience HRM

HRM approach that emphasizes social, legal, and industrial relations responsibilities.

Transactional HRM

Routine administrative tasks, handling recruitment and personnel matters.

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Strategic HRM

Long-term planning in personnel matters, setting industrial relations strategies.

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Organization Development HRM

HRM assisting in organizational change and improving relationships through social science tools.

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Personnel Control HRM

Focusing on controlling personnel, like reducing absenteeism or budgeting.

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Different HRM Models

Various ways to manage human resources depending on organizational context.

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HR Department Structure

How HR departments are organized within a company, influencing their role in decision-making.

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HR Focus Areas

Different aspects of HR, such as planning, selection, industrial relations, training, and management development.

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HR Director's Role

HR directors sometimes advise fellow executives on personnel policies.

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HR-Line Manager Relationship

The complex relationship between HR managers and line managers, with varying degrees of influence.

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HR Executive Power

HR manager's power to implement decisions varies, depending on delegation from the company chief executive.

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HR Policy Changes

Significant HR policies (e.g., pension schemes, compensation) require approval beyond the HR manager's authority.

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Line Manager Accountability

Line managers are responsible for achieving organizational goals, and this impacts their relationship with HR.

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HR's Advisory Role

HR managers advise management on policies and strategies; implementation is often handled by line managers.

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HRM Models

Different ways HRM is structured within a business, ranging from administrative support to a strategic business consultancy role.

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Consultancy Model

An HRM approach where HR professionals act as external or internal advisors on specific HR projects or strategies.

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HR Strategy Fitting the Business

The process of aligning the HR department's strategies with the overall business strategies of an organization.

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Business Manager Model

A model where HR acts as a strategic partner, ensuring HR policies and practices align with business objectives and goals.

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Line Manager-HR Manager Relations

The interaction and communication dynamics between operational managers and HR professionals.

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Specialist Consultants

Individuals or groups who focus on specific aspects of HR, like rewards, development, communication, and selection.

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Balkanization of HR

The potential fragmentation of the HR function into separate, specialized areas, reducing the overall effectiveness.

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Management of Change

The key role in organizational transformation, focusing on creating new cultures and applying development techniques.

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UK Competitiveness Issue

In the 1980s, British companies faced a lack of competitiveness due to inadequate management education.

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MBA Programs

Master of Business Administration programs emerged as a response to the need for improved management skills in the UK.

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1990s Recession

A major economic downturn affected both the UK's north and south, leading to job losses and organizational changes.

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Outsourcing

The practice of moving organizational functions to external companies, often during restructuring phases.

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Career Concept Collapse

The 1990s recession eroded the traditional idea of long-term employment within a company.

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Empowerment Policies

Moving decision-making further down the organizational hierarchy, giving employees more responsibility.

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TQM & BPR

Total Quality Management and Business Process Redesign emerged as methods to improve organizational performance, with a focus on people management.

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HR's Role in Security

HR managers play a crucial role in ensuring the organization's safety and security, including protecting employees and computer systems from threats.

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HR's Involvement in 9/11

The 9/11 attacks highlighted the direct involvement of HR professionals in ensuring employee safety during emergencies.

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HR's Recruitment Security

HR is responsible for implementing security measures during recruitment, including background checks and identity verification.

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Turbulent Environment

Rapidly changing business landscapes and external pressures create a challenging environment for HR managers.

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Clerk of Works Model

A traditional HR model where HR acts as an administrative support to line managers, focusing on basic routines.

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Contract Manager Model

This HR model emphasizes established policies and strong industrial relations, with well-defined roles for HR staff.

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Architect Model

This model views HR as a strategic partner with senior managers, initiating policy changes and acting as a business leader.

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HRM Model Evolution

Over time, HRM models have evolved from traditional clerical support to more strategic and business-oriented roles.

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Personnel Management

The practice of managing employees within organizations, focusing on operational tasks like hiring, training, and compensation.

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Personnel Department

A dedicated team within an organization responsible for handling personnel management tasks.

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Personnel Function

The broader strategic and operational activities related to managing employees, spanning across different departments.

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Welfare Tradition in Personnel Management

This approach prioritizes employee well-being and providing personal services to employees.

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Trends in Personnel Management

Changes in the way personnel management is practiced over time, adapting to new needs and challenges.

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Impact of Personnel Management on Industrial Relations

How practices like hiring, compensation, and training influence employee relationships and union activity.

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Human Resource Management (HRM) Paradigm

A new approach to managing people in organizations, focusing on employees as resources for strategy and success.

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HR as a Separate Specialism

The question of whether HR will remain a distinct field or become integrated into other business functions.

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Study Notes

Personnel Management to Human Resource Management

  • HRM emerged from personnel management, focusing on the goals of specialists and how they assist in organizational goals.
  • Early 20th-century writers (like Fayol, Urwick, and Brech) categorized managerial activities as planning, coordinating, controlling, and motivating.
  • This approach, while helpful, was a simplified view of managerial work, which is a continuous social process involving coordination and control.
  • Managing people is more than just techniques; interpersonal skills, trust, communication, and enthusiasm are essential for effectiveness.
  • HRM emphasizes helping managers with their tasks, helping organizations achieve their goals, and involves strategies for managing employees.
  • From the 1960's to the mid-1980's, "personnel management" was the common term to describe managing people; this changed to "human resource management" in the 1980's, shifting from administrative to strategic roles.
  • HRM emphasizes strategic planning and resource management, unlike prior personnel management which often focused on administrative tasks.

Roles and Models of HRM

  • HRM roles varied from traditional administrative functions to a broader strategic role.
  • Different models have emerged, like "business manager" or "consultancy" roles, reflecting the evolving nature of HRM.
  • This evolution is influenced by organizational structure, size, and the external environment.

Early History of Personnel Management

  • 19th-century Industrial Revolution brought working people into factories.
  • Poverty and exploitation of workers led to social/political efforts for change.
  • Early welfare programs aimed to improve working conditions and support employees.
    • Often focused on women and children initially.
    • Concerns about worker well-being, working conditions, health, and employment, etc appeared.

World War I and II Impacts

  • World War I saw a significant increase in welfare officers, particularly in war factories.
  • State regulation of employment increased, impacting work practices and conditions.
  • World War II expanded personnel management further, aiming for maximum efficiency and production.
  • Welfare and personnel departments became integral parts of war-related production efforts.

Post-War HRM

  • Changes after WWII moved from traditional models to new specialisms and functions.
  • Increased recognition of the need for well-structured management practices (e.g., personnel management).
  • People management policies had greater influence on outcomes.

Growth of Employment Management

  • Workforce trends (e.g., skilled labor availability) impacted management approaches.
  • The increase in personnel/employment managers was connected to specific industries and increased role complexity.
  • Increasing complexity required specialists/managers, increasing scope of jobs in the field.

The 1970s to the 1990s

  • Personnel management models such as the "Clerk of Works," "Contract Manager," and "Architect" were prominent, highlighting the different roles within the profession.
  • The influence of global economic factors and social changes influenced HRM.

1990s to Present

  • Increasing focus on diversity, equal opportunity, strategic business partnerships, and competitive advantage.
  • The expanding role of HRM in social responsibility, sustainability, and workforce diversity in response to a changing external environment.
  • HRM functions are increasingly specialized/outsourced (e.g., training, benefits; outsourced HR functions).
  • Technological changes (e.g. computers, internet) have significantly impacted HRM.

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Description

Explore the transition from personnel management to human resource management (HRM) and understand its significance in achieving organizational goals. This quiz covers historical perspectives, the evolution of managerial roles, and the importance of interpersonal skills in HRM. Test your knowledge on essential concepts and strategies in modern HRM.

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