HRM Presentation - Tuesday 09/23 PDF

University of Huelva Course 2023-2024 If I say HRM, what things/words/images come to your mind? Please write it down on a piece of paper. Human Resources Management Let’s watch this short video (in Moodle page): https://www.youtube.com/watch?v=A2HFusWQIeE  Human Resour...

University of Huelva Course 2023-2024 If I say HRM, what things/words/images come to your mind? Please write it down on a piece of paper. Human Resources Management Let’s watch this short video (in Moodle page): https://www.youtube.com/watch?v=A2HFusWQIeE  Human Resources Management (HRM) The umbrella term used to refer to all the managerial activities associated with managing the employment relationship. It also denotes a specific approach towards people management which stresses its importance in contributing to the achievement of strategic objectives and promotes particular configurations of HR practices. Wilton (2019)  What is HRM? HRM refers to the framework of philosophies, policies, procedures and practices for the management of the relationship that exists between an employer and worker. HRM (or simply HR) is the term commonly used to describe all those organisational activities concerned with recruiting and selecting, designing work for, training and developing, appraising and rewarding, directing, motivating and controlling workers  COMPETING DEFINITIONS OF HRM Wilton (2019) To describe any approach to managing people: ‘HRM includes anything and everything associated with the management of employment relationships in 1 the firm’ (Boxall and Purcell, 2003: 1) To describe a distinctive approach to managing people that is significantly different from traditional personnel 2 management practices through its ability to contribute to both organisational performance and to engender employee commitment to the organisation (hence sometimes referred to as high-commitment HRM)  Beliefs and assumptions That it is the human resource which gives competitive edge. That the aim should not be mere compliance with rules, but employee commitment. That therefore employees should, for example, be very carefully selected and developed. Strategic qualities Because of the above factors, HR decisions are of strategic importance. Top management involvement is necessary. HR policies should be integrated into the business strategy – stemming from it and even contributing to it. The HRM model (Storey, 2007) Critical role of managers Because HR practice is critical to the core activities of the business, it is too important to be left to personnel specialists alone. Line managers are (or need to be) closely involved both as deliverers and drivers of the HR policies. Much greater attention is paid to the management of managers themselves. Key levers Managing culture is more important than managing procedures and systems. Integrated action on selection, communication, training reward and development. Restructuring and job redesign to allow developed responsibility and empowerment. HRM SYSTEM HR pilosophies HR strategies HUMAN RESOURCE SYSTEM HR policies HR HR processes programmes  HRM SYSTEM HR philosphies describing que overarching values and guiding principles adoptend in managing people. HR strategies defining the direction in which HRM intends to go. HR policies* guidelines defining how this values, principles and strategies should be applied and implemented in specific áreas of HRM. *A policy is a deliberate system of principles to guide decisions and achieve rational outcomes. A policy is a statement of intent, and is implemented as a procedure or protocol. Policies are generally adopted by a governance body within an organization.... Policy differs from rules or law. HRM SYSTEM HR processes consisting of the formal procedures and methods used to put HR stategic plans and policies into effect. HR practices comprising the informal approaches used in managing people. HR programmes which enable HR strategies, policies and practices to be implemented according to plan.