SHRM aantekeningen:
Hoorcollege 1:
Human Resource Management is a potential source for achieving organizational goals
SHRM in the 21st century:
Impact of organizational change:
1. Internationalization is increasing
2. Individualization is increasing (individual preferences, people want to fulfill their affinities
not only in work but also in their private life. Want meaningful work and not only for
money. Sustainable careers: Happy, healthy, (But also) productive
3. Informalization (organizations become flatter, less hierarchical levels/power distance)
4. Informatization (increasing technological changes/ICT/labour markets)
5. Intensification (individuals are more network orientated, want to combine importance of
striving to reach their career goals/spending time with family or friends in relation to a
job). Work-life balance
Competitiveness
Sustainability, technology, globalization
Three perspectives (MHRM, IHRM, SHRM) In PPT staat samenvatting
Micro HRM: Organizational behavior, well-being of people. Focused on the individual
employee
International HRM: Multinationals, expatriates. Country/institutional differences
Strategic HRM: Align the micro focus with a business strategy.
Stakeholder perspective
Take responsibility of feelings/perspectives of others
Balanced approach
Balance employee at home vs at work, long-term vs short-term perspectives
Individual goals vs organization goals vs societal goals
Relevance of coping with change:
Competitive advantage
,Hoorcollege 2:
To define your HRM strategy you need knowledge about the environment
Purpose (why), mission (how) and vision (what) are crucial when forming your strategy
Multiple fits in HRM:
Internal/horizontal fit: fit between the HR practices
Vertical/strategic: relates to the strategy and the market environment
Institutional fit: relates to things not directly influenced by the market but are influenced by
regulations
Organizational fit: niet benoemd
Person-environment fit: Hoofstuk 7
Strategy: An organization’s intention to achieve certain goals through planned alignment (or fit)
between the organization and its environment
- Goal-based strategy based on the organization’s vision (what) and mission (how) (inspired by
its purpose, beliefs and values= why)
- Strategic formulation is the process of forging a cohesive integrated set of strategies
designed to deal with the environment and achieve the business strategic goals.
- Strategy implementation is the actions the organization takes to execute the strategy it has
formulated.
Strategic Management Process:
Environmental Scanning and Analysis SWOT analysis Strategy formulation Strategy
implementation
HR strategy: How to recruit, organize, develop, & motivate people?
What does an individual need?
1. Need for autonomy
2. Need for competence: feeling of being skilled
3. Need for relatedness or belonginess: feel connected to others
4. Need for structure
5. Need for psychological safety: able to show one’s self without consequences
Key assumption: HR policies/practices/leadership can influence an individuals’ basic psychological
need, satisfaction and performance!
, The Strategy Scan: The Six Component Model:
Hoorcollege 3:
Resource: Everything you need in order to sell
VRIO – model: Contribution to performance
Valuable, Rare, Difficult to imitate, Supported by the organization = all good to have a sustained
advantage in competitivity and an above average performance
Organization: A group of people who decided to cooperate with the aim to achieve a certain goal
Professional organization: Has two additional goals: 1. Participants earn their living 2. Continuity
Employer’s need to have expertise
Employability: The ability of a person to add value to an organization today and in the future, while
recognizing the value of the work for himself
What can you do as HRM?
- Communicate
- Connect
1. Outside-inside
2. Employee-manager
3. Business-tasks etc.
- Provide
1. Information + competencies in personnel management
2. Policies + tools
3. Advice + coaching + support
Hoorcollege 1:
Human Resource Management is a potential source for achieving organizational goals
SHRM in the 21st century:
Impact of organizational change:
1. Internationalization is increasing
2. Individualization is increasing (individual preferences, people want to fulfill their affinities
not only in work but also in their private life. Want meaningful work and not only for
money. Sustainable careers: Happy, healthy, (But also) productive
3. Informalization (organizations become flatter, less hierarchical levels/power distance)
4. Informatization (increasing technological changes/ICT/labour markets)
5. Intensification (individuals are more network orientated, want to combine importance of
striving to reach their career goals/spending time with family or friends in relation to a
job). Work-life balance
Competitiveness
Sustainability, technology, globalization
Three perspectives (MHRM, IHRM, SHRM) In PPT staat samenvatting
Micro HRM: Organizational behavior, well-being of people. Focused on the individual
employee
International HRM: Multinationals, expatriates. Country/institutional differences
Strategic HRM: Align the micro focus with a business strategy.
Stakeholder perspective
Take responsibility of feelings/perspectives of others
Balanced approach
Balance employee at home vs at work, long-term vs short-term perspectives
Individual goals vs organization goals vs societal goals
Relevance of coping with change:
Competitive advantage
,Hoorcollege 2:
To define your HRM strategy you need knowledge about the environment
Purpose (why), mission (how) and vision (what) are crucial when forming your strategy
Multiple fits in HRM:
Internal/horizontal fit: fit between the HR practices
Vertical/strategic: relates to the strategy and the market environment
Institutional fit: relates to things not directly influenced by the market but are influenced by
regulations
Organizational fit: niet benoemd
Person-environment fit: Hoofstuk 7
Strategy: An organization’s intention to achieve certain goals through planned alignment (or fit)
between the organization and its environment
- Goal-based strategy based on the organization’s vision (what) and mission (how) (inspired by
its purpose, beliefs and values= why)
- Strategic formulation is the process of forging a cohesive integrated set of strategies
designed to deal with the environment and achieve the business strategic goals.
- Strategy implementation is the actions the organization takes to execute the strategy it has
formulated.
Strategic Management Process:
Environmental Scanning and Analysis SWOT analysis Strategy formulation Strategy
implementation
HR strategy: How to recruit, organize, develop, & motivate people?
What does an individual need?
1. Need for autonomy
2. Need for competence: feeling of being skilled
3. Need for relatedness or belonginess: feel connected to others
4. Need for structure
5. Need for psychological safety: able to show one’s self without consequences
Key assumption: HR policies/practices/leadership can influence an individuals’ basic psychological
need, satisfaction and performance!
, The Strategy Scan: The Six Component Model:
Hoorcollege 3:
Resource: Everything you need in order to sell
VRIO – model: Contribution to performance
Valuable, Rare, Difficult to imitate, Supported by the organization = all good to have a sustained
advantage in competitivity and an above average performance
Organization: A group of people who decided to cooperate with the aim to achieve a certain goal
Professional organization: Has two additional goals: 1. Participants earn their living 2. Continuity
Employer’s need to have expertise
Employability: The ability of a person to add value to an organization today and in the future, while
recognizing the value of the work for himself
What can you do as HRM?
- Communicate
- Connect
1. Outside-inside
2. Employee-manager
3. Business-tasks etc.
- Provide
1. Information + competencies in personnel management
2. Policies + tools
3. Advice + coaching + support
