Lecture 1
HRM and Generations
The evolution of work
Human Resource Management
A distinctive approach to employment management which seeks to achieve competitive
advantage through the strategic deployment of a highly committed and capable workforce
using a range of cultural, structural and personnel techniques.
HRM is the term most widely used to describe the activities a business engages in to
managing its relationship with employees.
,What is the difference between Personnel, HR and Strategic HR?
Could be an exam question
The difference between Personnel, HR and Strategic HR is that personnel focusses more on
the administrative part and on the maintenance of the personnel, hiring and firing, whereas
HR has an approach of for example forecasting the organization’s needs, whereas strategic
HR has a task of managing the workforce.
The left on is a very simple one, hiring and firing.
Each one focuses on a different aspect of human resource management.
Features of Human Resource Management
John Storey (1989) identified four features of HRM, which he believed differentiate HRM
from traditional PM (Personnel Management):
1. HRM is explicitly linked with corporate strategy
2. HR focusses on commitment rather than compliance of employees
3. Employee commitment is obtained through an integrated approach to HR policies in
the areas of rewards, selection, training and appraisal
4. HR is not just the domain of specialists in the HR function, rather that HRM is owned
by line managers as a means of fostering integration.
,HRM today
VRIO model – an organization’s employees are its single n2ot important strategic
differentiator.
They are:
- Valuable
- Rare
- Inimitable (not easily copied)
- Organized
The focus on HR as a strategic contributor to the organization is increasing.
Strategic HRM
- The integration between HRM and Business Strategy is believed to contribute to the
effective management of human resources, to an improvement in organizational
performance and finally to the success of a particular business.
- When referring to strategic HRM we are referring to the linkage between human
resource management policies and practices and the strategic objectives of the
organization.
- In differentiating between strategic HRM and HRM we see that strategic HRM takes a
macro level approach within the context of organizational performance, whereas
HRM operates at the micro level.
, Exam question?
HRM – Generations
Generational Change
A generation can be defined as an identifiable group, or cohort, which shares birth years,
age, location, and significant life events at critical development stages.’ – Barford & Hester,
2011.
Who are your employees?
- Organizations should understand the age and life-stage demographics of their
workforce and the broad preferences and motivators
- Understand specific drivers for each employee
- Essential to design reward, incentive and recognition programs for employees
HRM and Generations
The evolution of work
Human Resource Management
A distinctive approach to employment management which seeks to achieve competitive
advantage through the strategic deployment of a highly committed and capable workforce
using a range of cultural, structural and personnel techniques.
HRM is the term most widely used to describe the activities a business engages in to
managing its relationship with employees.
,What is the difference between Personnel, HR and Strategic HR?
Could be an exam question
The difference between Personnel, HR and Strategic HR is that personnel focusses more on
the administrative part and on the maintenance of the personnel, hiring and firing, whereas
HR has an approach of for example forecasting the organization’s needs, whereas strategic
HR has a task of managing the workforce.
The left on is a very simple one, hiring and firing.
Each one focuses on a different aspect of human resource management.
Features of Human Resource Management
John Storey (1989) identified four features of HRM, which he believed differentiate HRM
from traditional PM (Personnel Management):
1. HRM is explicitly linked with corporate strategy
2. HR focusses on commitment rather than compliance of employees
3. Employee commitment is obtained through an integrated approach to HR policies in
the areas of rewards, selection, training and appraisal
4. HR is not just the domain of specialists in the HR function, rather that HRM is owned
by line managers as a means of fostering integration.
,HRM today
VRIO model – an organization’s employees are its single n2ot important strategic
differentiator.
They are:
- Valuable
- Rare
- Inimitable (not easily copied)
- Organized
The focus on HR as a strategic contributor to the organization is increasing.
Strategic HRM
- The integration between HRM and Business Strategy is believed to contribute to the
effective management of human resources, to an improvement in organizational
performance and finally to the success of a particular business.
- When referring to strategic HRM we are referring to the linkage between human
resource management policies and practices and the strategic objectives of the
organization.
- In differentiating between strategic HRM and HRM we see that strategic HRM takes a
macro level approach within the context of organizational performance, whereas
HRM operates at the micro level.
, Exam question?
HRM – Generations
Generational Change
A generation can be defined as an identifiable group, or cohort, which shares birth years,
age, location, and significant life events at critical development stages.’ – Barford & Hester,
2011.
Who are your employees?
- Organizations should understand the age and life-stage demographics of their
workforce and the broad preferences and motivators
- Understand specific drivers for each employee
- Essential to design reward, incentive and recognition programs for employees
