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HRM (Fach) / HRM as a competitive advantage (Lektion)

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• Role of HR Late 19th centrury: Guarantee for legitimacy of all activities concerning personell policy Maximaziation of workes productivity embedded as a central administrative department Main task: payroll and administration of personell records During 1980s: change from "personell administration" towards "personell management" Goals of HRM: employee satisfaction and increase profitability
• Personell Administration Goals: Legitimacy and work productivity Overall concept: bureaucracy Idea of man: homo oeconomicus, average worker scf. foundations: law, administration, engineering environment: static drivers: legislation instruments: procedures, seniority, hierarchy, formal qualifications
• Reasons for growing importance of HRM Increasing company size and complexity strong increase in absolute and relative personel costs globalisation ofof competition Individualization due to demographic changes Changing values Strucutral change in the labor market development of new technologies
• Open system model of HR-System Inputs:                   Competences: Knowlegde, Skills, abilities Throughouts:        Behaviours Outputs:                Affective outcomes, performance outcomes   All in all: The HR-System in an organization which is influenced by the environment
• High performance work practices influence to: intermediate employee outcomes short- and long-term measures of corporate financial performance
• Personnel Management Goals:satisfaction, profitability overall concept: market idea of men: complex man, member of the organization scf. foundations: business administration, organizational behaviour environment: dynamic drivers: competition instruments: performance-oriented incentives, participation, personnel controlling, team work

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