An Introduction to Human Resource Management

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An Introduction to Human Resource
Management Strategy , Style or Outcome
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OBJECTIVES

• To outline the development of HRM as an area of
  practice and analysis in term of

• Strategy

• Style

• Outcomes

• To debate the nature of the HRM phenomenon and
  the different perspectives from which it is
  viewed

• as a restatement of existing personnel practice

• as a new managerial discipline

• as a resource-based model

• as a strategic and international function

• To review and evaluate the main models of
  HRM,and to assess likely developments

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HRM as Strategy

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HRM as Style

• Legges ???????????????????????????????????????
• Hard HRM ????????????? ????????????
  ???????????????????????????
• Soft HRM ?????????????? ?????????????????????????
  ???????????????????????? ?????????????

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HRM as Style

• Ulrich ????????????????????????????????????? 4
  ??????
• Work organization
• Employee champion
• Agent for change
• Business partner

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HRM as Outcomes
Input

• Outcomes
• Competitive advantage

• Output
• Higher productivity
• Lower labor turnover

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• To debate the nature of the HRM phenomenon and
  the different perspectives from which it is viewed

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• To debate the nature of the HRM phenomenon and
  the different perspectives from which it is viewed

HRM as a new managerial discipline
that HRM represents a fusion of personnel
management and industrial relations that is
managerially focused and derives from a
managerial agenda
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HRM as a new managerial discipline
Present
Past
Industrial Relations
Employee Relations
- Rigid roles - Manufacturing -
Unionised workforce (male)
- Flexible roles - Total workforce (female
non-union)
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• To debate the nature of the HRM phenomenon and
  the different perspectives from which it is viewed

HRM as a resource-based model
that HRM represents a resource- based conception
of the employment relationship some elements of
which incorporate a developmental role for the
individual employee and some elements of cost
minimisation
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HRM as a resource based-model
Hard HRM
Soft HRM
- Short term - Cost minimization - Control
- Long term - Maximum utilization - Training
development
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• To debate the nature of the HRM phenomenon and
  the different perspectives from which it is viewed

HRM as a strategic and international function
that HRM can be viewed as part of the strategic
managerial function in the development of
business policy, in which it plays both a
determining and a contributory role.