hrm learnng revision qns
Human Resource Practice Questions
Week 1 & 2 (Chapter 1 & 2)
Discuss the significance of the concept of ‘analytical HRM’ in the development of HRM theory. (Chapter 1, Page 6)
Michelle’s Answer:
Analytical HRM emphasizes the primary task of HRM scholars which is to build theory and gather empirical data in order to identify and explain ‘the way management actually behaves in organizing work and managing people’.
(Emphasizes the importance of developing and building theory based on managers’ actual behaviors in organizing work and managing people in a range of different context.)
This approach to HRM has three analytical themes:
‘Why’ and ‘What’ of HRM – understanding management behaviour in different contexts and the motives underlying it, regarding how people are managed in the workplace.
‘How’ of HRM – how the processes of HRM are carried out
‘For whom and how well’ – assesses the outcomes of HRM and focuses on what the key purpose of HRM should be. How behaviour translates to outcome?
The third points gives us a critical purpose to question the notions of power and inequality.
It also reminds us that HRM is ‘embedded in a global economical, political and sociocultural context’
Outline the main differences between the Harvard model of HRM and Guest’s model of HRM.
Harvard model focuses on long-term consequences, Guest model focuses on behavioural outcomes between employers and employees.
Harvard model extends to include the organisation’s external environment and environmental factors such as stakeholder interests and Situation factors that would affect HRM policies.
Guest model extends the Harvard model’s four HR policy choices of employee influence, human resource flow, reward systems and work systems to a total of seven. These seven policy areas include:
Organisational job design
Policy formulation and implementation
Management of change
Recruitment, selection and socialisation;
Appraisal training and development
Manpower
Week 1 & 2 (Chapter 1 & 2)
Discuss the significance of the concept of ‘analytical HRM’ in the development of HRM theory. (Chapter 1, Page 6)
Michelle’s Answer:
Analytical HRM emphasizes the primary task of HRM scholars which is to build theory and gather empirical data in order to identify and explain ‘the way management actually behaves in organizing work and managing people’.
(Emphasizes the importance of developing and building theory based on managers’ actual behaviors in organizing work and managing people in a range of different context.)
This approach to HRM has three analytical themes:
‘Why’ and ‘What’ of HRM – understanding management behaviour in different contexts and the motives underlying it, regarding how people are managed in the workplace.
‘How’ of HRM – how the processes of HRM are carried out
‘For whom and how well’ – assesses the outcomes of HRM and focuses on what the key purpose of HRM should be. How behaviour translates to outcome?
The third points gives us a critical purpose to question the notions of power and inequality.
It also reminds us that HRM is ‘embedded in a global economical, political and sociocultural context’
Outline the main differences between the Harvard model of HRM and Guest’s model of HRM.
Harvard model focuses on long-term consequences, Guest model focuses on behavioural outcomes between employers and employees.
Harvard model extends to include the organisation’s external environment and environmental factors such as stakeholder interests and Situation factors that would affect HRM policies.
Guest model extends the Harvard model’s four HR policy choices of employee influence, human resource flow, reward systems and work systems to a total of seven. These seven policy areas include:
Organisational job design
Policy formulation and implementation
Management of change
Recruitment, selection and socialisation;
Appraisal training and development
Manpower