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HRM (Subject) / Concepts (Lesson)

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• Descriptive definition objectives Staffing, Performance, Change-management, administration
• Pejorative Definition HRM strategic, managerial, people-focused, long term, high trust, commitment, generalist
• Pejorative Definition Personnel Management Reactive, administrative, cost-focused, short term, low trust, compliance, specialist
• Key trends leading to an HRM approach decline of trade unions, increased competitive intensity, rise of the knowledge economy and a tightening labour market
• IHRM complexity cultural diversity, institutional diversity, expatriate staff, multi-cultural / multi-national teams, reporting lines and organizational structures, shared purpose, effective global leadership, global knowledge management, strategic change management, cross-border alliances and joint ventures
• Possibilities what makes the HR contribution recruiting, retaining and motivating (attracts best performers --> work hard, demonstrate commitment, less resistance to change, greater capacity to seize opportunities); part of a more general professional approach (good corporate reputation --> raise money with ease, customers, ethical issues); success leads to good HRM (correlation does not mean that there is any causal relationship; having gained competitive advantage, employers have the resources to develop good HR practices)
• Left-wing critique by academics and trade unionists who adhere to Marxian philosophies: handmaiden of capitalism, rhetoric and reality, intensification of work
• right-wing critique by entrepreneurs, business people, some more innovative public sector managers: on the side of workers, bureaucratic, frustrates management action
• Scientific management job design, machine-like efficiency, skill mix reviews, target setting --> high absence, high turnover, adversarial industrial relations, low levels of job satisfaction / motivation
• Humanistic Approach interesting, challenging and satisfying work, attraction and retention, low absence, high trust, high levels of engagement, discretionary effort, but less efficient
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• further central debates: bureaucratic vs. pragmatic, centralized vs. decentralized, internally focused vs. externally focused, stakeholder vs. stockholder perspectives

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