Human resource management
Lecture 1
Workshop 4-5 on a Monday
Seminar week 5
Seminar 2 week 9
Assessment: 1000-word essay Tuesday 1st November
Assessment: 1500 words 13 December
HRM
- Concerned with all the aspects with how people are employed managed and develop
within an organisation
- ‘Is a distinctive approach to employment management which seeks to archive
competitive advantage through the strategic deployment of a highly committed and
capable workforce’ – Storey, 1995:5
- “As the attraction, retention, utilisation, motivation, rewarding and disciplining of
employees in organisations” – Lewin 2008 cited in Wilkinson and Reedman, 2013:7
Personnel management history 1945-1974
- Mid 19yh century “social reformers’ of British factory working conditions
- Talking about ethics – doing the right thing for employees is important
- Sae the importance of ethics
- Linked to efficiency, control, scientific management – how to improve productivity
by reducing waste – how to make employees more efficient
- Lined to human relations school –(Hawthorne studies) 1880 – not enough to use
efficiency, employees still not performing to their best (Elton mayo) realised that to
motivate employees, building relationships was important and creating a good
working environment where employees get on well with each other.
- Economic growth after WW11 – ‘social pacts’ – trade unions started to develop –
personal managers appointed – helping to act as mediators, bargaining process
between employees and management.
Personnel management. – 1969s
- Welfare job
- Collection of no strategic techniques
- Making sure everything is smooth
- Good working conditions for employees, medical facilities, good pay ect
Personnel management – late 1960s
- Towards dealing with the integration of managerial activity
- Development of career paths and opportunities
- 1970s – 1980s – managers reassess HR practices
, - 1980s early = courses in HRM
- Late 1980s – change personnel management to human resources management
- Late 1990s – move towards strategic HRM
Functions of HR departments
-analysing and design of work
- HR panning
-recruitment and selection
-training and development
-compensation and benefits
-performance management
-health and safety
-employee relations
-employee services
-HRIS records
When everybody is happy = more motivated = more effective = when employees are happy
= customers are happy = shareholders happy = customers buy = shares increase = employee
wellbeing is key
Hrm
Lecture 1
Workshop 4-5 on a Monday
Seminar week 5
Seminar 2 week 9
Assessment: 1000-word essay Tuesday 1st November
Assessment: 1500 words 13 December
HRM
- Concerned with all the aspects with how people are employed managed and develop
within an organisation
- ‘Is a distinctive approach to employment management which seeks to archive
competitive advantage through the strategic deployment of a highly committed and
capable workforce’ – Storey, 1995:5
- “As the attraction, retention, utilisation, motivation, rewarding and disciplining of
employees in organisations” – Lewin 2008 cited in Wilkinson and Reedman, 2013:7
Personnel management history 1945-1974
- Mid 19yh century “social reformers’ of British factory working conditions
- Talking about ethics – doing the right thing for employees is important
- Sae the importance of ethics
- Linked to efficiency, control, scientific management – how to improve productivity
by reducing waste – how to make employees more efficient
- Lined to human relations school –(Hawthorne studies) 1880 – not enough to use
efficiency, employees still not performing to their best (Elton mayo) realised that to
motivate employees, building relationships was important and creating a good
working environment where employees get on well with each other.
- Economic growth after WW11 – ‘social pacts’ – trade unions started to develop –
personal managers appointed – helping to act as mediators, bargaining process
between employees and management.
Personnel management. – 1969s
- Welfare job
- Collection of no strategic techniques
- Making sure everything is smooth
- Good working conditions for employees, medical facilities, good pay ect
Personnel management – late 1960s
- Towards dealing with the integration of managerial activity
- Development of career paths and opportunities
- 1970s – 1980s – managers reassess HR practices
, - 1980s early = courses in HRM
- Late 1980s – change personnel management to human resources management
- Late 1990s – move towards strategic HRM
Functions of HR departments
-analysing and design of work
- HR panning
-recruitment and selection
-training and development
-compensation and benefits
-performance management
-health and safety
-employee relations
-employee services
-HRIS records
When everybody is happy = more motivated = more effective = when employees are happy
= customers are happy = shareholders happy = customers buy = shares increase = employee
wellbeing is key
Hrm
