Lesson about Strategic Human Resourse Management - Chap 01

In this lesson, we''ll learn about human resource management theory. To see more documents about other human resource management, please consult at Bộ tài liệu Hướng dẫn Đào tạo nội bộ Doanh nghiệp.

CHAPTER 1

Theories, issues and influences in human resource management

Session objectives

 Define the purposes and scope of human resource management (HRM) in Australia

 Trace the development of HRM in Australia

 Understand the influences, issues and

underlying theories of HRM

 Assess the relevance of critiques of HRM

 Describe the principal roles, functions and outcomes of Australian HRM

 Discuss the professional and ethical

principles guiding HRM

Personnel management vs

human resource management

 Personnel management:

A set of functions or activities

Human resource management:

An integrated set of personnel activities, linked strategically with organisational

objectives

History and origins of HRM

 HRM has existed since the beginning of time

 Developed formally as a result of the

Industrial Revolution

 Working conditions became a social and industrial issue

 Growth of trade unions and IR systems

approaches

Excellence

studies

TQM

Classical management theory

Classical organisation theory

Transitional theorists

Systems theorists

Management science

Behavioural school

HRM

Management theories and influences on HRM

Stages in the development of HRM

 Welfare and administration (1900–

1940s)

 Staffing and training (1940s–mid-1970s)

 Human resource management

(mid-1970s–1990s)

 Strategic and global HRM (2000 and

beyond)

 Harvard model

 ‘Hard’ and ‘soft’ HRM

 Unitarist and pluralist

perspectives

 Relationship of HRM to IR

 Criticisms of HRM theory

Concepts and models

HRM – roles, functions and strategies

Strategic

Functional

Operational

 Responsiveness to competition and globalisation

 Alignment to business strategy

 Quality HRM practices

 Management of change

Strategic HRM

 Quantity and quality of employees

 Strategic recruitment and selection

practices

 Retention

 Productivity and motivation

 Job design

 Integration and accountability of functions

 Evaluation

HRM issues

 Devolution

 Automation

 Outsourcing

HRM – the future