Human Resources Management Techniques I PDF

Human Resources Professor: Zulema Nacimiento, PhD. University of Huelva Management Unit 0-2 Techniques I  Human Resources Management UNIT 0-2 THE SYSTEMIC APPROACH AND HRM...

Human Resources Professor: Zulema Nacimiento, PhD. University of Huelva Management Unit 0-2 Techniques I  Human Resources Management UNIT 0-2 THE SYSTEMIC APPROACH AND HRM MODELS  What is a system? A system is a set of interrelated but separate 1 elements or parts working towards a common goal A system is an organized collection of parts (or subsystems) that are highly integrated to 2 accomplish an overall goal. The system has various inputs, which go through certain processes to produce certain outputs, which together, accomplish the overall desired goal for the system.  What is a system? A system is a set of interrelated but separate 1 elements or parts working towards a common goal A system is an organized collection of parts (or subsystems) that are highly integrated to 2 accomplish an overall goal. The system has various inputs, which go through certain processes to produce certain outputs, which together, accomplish the overall desired goal for the system.  General Systems Theory (GST or ST) It was outlined by Ludwig von Bertalanffy (1968). Its premise is that complex systems share organizing principles which can be discovered and modelled mathematically. The term came to relate to finding a general theory to explain all systems in all fields of science. Then, it became a paradigm.  General systems theory (GST or ST) The basic idea behind Systems Theory is, ’The whole is greater than the sum of its parts’ And, the classic example is 'baking a cake': combining all the ingredients in a particular way you will have a cake. But, the ingredients taken individually cannot be the cake. The organization as an open system  The organization as a sociotechnical system This idea implies that an organization is a combination of two systems: the technology (the tasks, the equipment and working arrangements) and the social system (the interpersonal relationships of the employees). The two systems are in constant interaction and each influences the other. HRM as a central subsystem in an enterprise Models of HRM What is a model?  Models of HRM A model is a prototype What is a model? It is a representation of reality It is an abstraction In HRM we have two well-known models: The Michigan Model and the Harvard Model  HRM Models The Michigan Model (Matching model or best-fit) 1 The Harvard Model 2  The Michigan Model (Matching model or best-fit) 1 The Michigan model is also known as the 'matching model' or 'best-fit' approach to human resource management. q In essence, it requires that human resource strategies have a tight fit to the overall strategies of the business. q It was developed at the Michigan Business School by Fornbun, Tichy & Devanna in 1984. q This model focuses on hard HRM and the importance of business strategy. q It ‘matches’ employees to business needs.  The Michigan Model (Matching model or best-fit) 1 Key principles This model emphasizes the human resource cycle: q Recruitment and selection q Performance and monitoring q Rewards q Development and training  The Michigan Model The human resource cycle 1 The Michigan Model of HRM Economic forces Cu ltu es rc ral l fo for ica ce lit s Po Fornbun, Tichy & Devanna (1984)  Michigan Model => HARD HRM q Focus on cost reduction and common sense is seen as a route to success. q Based on best ‘fit’ – strategic control and systems for managing people. q HRM role = furthering competitive advantage of the organisation. q Short-term focus, autocratic leadership style, q Employees are seen as a resource.  2 The Harvard Model Ø Referred to as ‘the map of HRM territory’ Ø It was postulated by Beer in 1984 at Harvard University Ø Recognizes the legitimate and existence of various multiple stakeholders in the organization Ø It focuses on the human or soft side of HRM  2 The Harvard Model Harvard Model => SOFT HRM Ø HRM as a set of policy choices (reward/work systems) Ø Org. performance + advocates equal concern for employee wellbeing Ø Control through commitment (effective utilisation of employees) Ø Long term focus,employee empowerment, delegated roles Ø Employees as source of competitive, Ø democratic leadership 2 The Harvard Model 2 The Harvard Model  Summary ØThe General Systems Theory was established by von Bertalanffy in 1968. Its principal idea is ’The whole is greater than the sum of its parts’. This idea has enabled a holistic understanding of systems. Ø We can explain organisations as systems because they are a sum of different parts working together to reach a common goal. The names of these parts are subsystems. ØThe HR subsystem plays a central role because people (workforce) are well-known as the most relevant asset to reach organisational goals. ØThere are several HR models. The Michigan model and the Harvard model were the first ones, both in 1984. ØThese two models are useful to understand the strategic role of HRM for the company and how HR managers can improve it.