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HRM (Fach) / Actors in HRM (Lektion)
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- General actors Collective actors: Employee representatives HR department Individal actors: Executive managers Personell: employees, employee-like person, temporary staff, public servants
- Employees and employee-like persons largest group of staff being an employee means to provide services to someone else based on a private-law contract in personal dependence an in return for compensation private law: soldiers and civil servants are no employees service for others: work contract (no service contract) personal dependence: subject to emplyer's directives frequent differentiation into workers, clerks, apprentices and interns employee-like freelancers self-employee agreement --> no personal dependence e.g. sales representatives
- Temporary Workers and Civil Servants Temporary workers: employee of a temporary employment agenca Civil servants ("Beamte"): employees in public organization now work contract, but nominated by a public administrative act on principle, cannot be terminated; no right to strike and no collective bargaining law
- Executive Managers special position within the staff of the organization do have formal rights to issue instructions to other people, which other employees have to obey executive managers: have the right to employ or dismiss employees on their own initiative possesses procuration make strategic decisions, mainly independent from instructions can be principals and managers at the sam time
- employee representatives work council in Germany (Betriebsrat) must be tolerated in businesses with no less than 5 regular employees elected for four years by the staff tasks: e.g. ensure social protection for employees factual influence of work councils strongly varies between companies Co-determination at enterprise level (Unternehmensmitbestimmung) Institutionally anchored exertion of influence by employee representatives form and degree of participants depends on form and size of the organization can lead to inefficient solutions and scare off investors the larger the supervisory board, the more complicated the supervision
- HR department Tasks of the HR department personnel administration consulting tasks designing, supervising and adjusting guidelines service tasks Change in requirements: before: knowledge about labor, social and collective bargaining law today: knowledge in organizational sociology and psychology as well as in business administration Organization of HR Department: functional organization divisional organization hybrid forms
- Roles of HRM Strategic Partner Administrative Partner Employee Champion Change Agent
- HRM as a strategic partner focus on aligning HR and business strategy HR manager should understand the strategy work to ensure the success of the strategy translate strategy in HR policies
- HR as adminstrative partner traditional role of HR effective delivery of HR processes such as staffing, appraising, rewarding, promoting... continual reengineering of work processes
- HR as employee champion involvement in the day-to-day problems, concerns and needs of employees understand the needs of employees ensure that these needs are met help employees to do good work
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- HR as change agent manage transformations and change transformation entails change in a firm's culture HR manager should help employees to adapt to change
- Three Pillar Model HR-Business Partner Center of Expertise Shared Service Center
- Shared Service Center In general: some administrative processes within HR managament are very similar across business units or even across different firms --> these tasks make strong use of information technology possible Pros: eceonomies of scale frees HR managers from administrative units outcome quality can be measured reduced costs of communication through call centers or employee self services Cons: reduce familarity with special business needs personal contact is reduced is a very demanding reorganizational process
- Center of Expertise In general: experts with a certain area of HR management centralized within a department Typical outcomes: knowledge sharing is much easier learn best practices from other fields perfect talent management
- HR business partner In general: advice and support executive manager and one business partner is responsible for a special unit typical claim on an HR business partner: generalist more than specialist only few administrative task deep knowledge about the business and the firms strategy directly involved in shaping strategy acts as a consultant