BDO319
Study Unit 1: The foundation and challenges of Human Resource Management
Historical and current HRM
Factor 1.. Scientific management (Taylor) 2.. Human relations
Dominating study Time- motion studies Hawthorne studies
Assumptions on ee Ee motivated by economic gains+ Ee have feelings, emotions+ sentiments
incentives (group relations& leadership)
Concept Economic man (people motivated by Growth of unions [lead to strikes
money) (dispute of interest)]
Focus Focus on ee output+ ignored wellbeing Focus on work environment as it
and satisfaction impacts productivity
Human Relations cont.
Strike- collective action in which union members refuse to work in order to put pressure on er during
negotiations until certain demands/ conditions are met. Leads to collective bargaining about wages, job security
Poor performance is attributable to: (approach failed)
Oversimplified concept of human behaviour
Concept of individual differences
Recognise need for both job structure + control on ee behaviour (procedures, standards, work rules
guiding ee towards organisations goals)
3.. Human Resource Approach
Benefits org in 2 ways: increase effectiveness + satisfaction of ee needs
Principles (4) providing the basis for HR approach:
Long term investment in employees > greater productivity
Policies, procedures, programs created to satisfy economic + emotional needs of ee
Working environment created for ee to use skills to the max
HR programs and practices implemented to satisfy needs of er + ee
Megan Meiring
, Strategic HRM (SHRM)
Focus on integration and alignment of all HR policies with one another and overall strategy and direction of org
Low-cost spending limits (issue of bonuses- remove policy to getting bonus)
Dimensions Strategic HRM Traditional HRM
Planning + strategy formulation Formulating overall org strategic plan+ Operational planning
aligning HR functions with company
strategy
Authority High status+ authority for top HR officer Medium status+ authority
Scope Concerned with all managers+ ee Concerned primarily with hourly,
operational+ clerical ee
Decision-making Strategic Operational
Integration Fully integrated with other org functions Moderate to little integration with other
org functions
Coordination All HRM act Not all HRM functions
Functions of HR
Career planning- ongoing process by which an individual sets career goals and develops plan to achieve them
Job analysis and design- skills, abilities+ motives to fit job (person-job fit); otherwise absenteeism/ turnover
Recruitment, selection, orientation & internal staffing- labour market research & exceptional performers;
cultures & values; internal movements (orientation vs onboarding)
Performance appraisal, training and development & career management- meeting performance requirements >
feedback, also progress to elevate to higher position
Compensation and health- comparability (earned is confidential) & fairness: employee wellness
Labour relations- climate, harmony & regulative compliance; 1-on-1 relationship btwn ee and er and trade unions.
(BCEA, EEA, EEAA) e.g. ESKOM
Human resource information systems (HRIS)- research (tech) & problem solving; absenteeism, turnover
Megan Meiring
Study Unit 1: The foundation and challenges of Human Resource Management
Historical and current HRM
Factor 1.. Scientific management (Taylor) 2.. Human relations
Dominating study Time- motion studies Hawthorne studies
Assumptions on ee Ee motivated by economic gains+ Ee have feelings, emotions+ sentiments
incentives (group relations& leadership)
Concept Economic man (people motivated by Growth of unions [lead to strikes
money) (dispute of interest)]
Focus Focus on ee output+ ignored wellbeing Focus on work environment as it
and satisfaction impacts productivity
Human Relations cont.
Strike- collective action in which union members refuse to work in order to put pressure on er during
negotiations until certain demands/ conditions are met. Leads to collective bargaining about wages, job security
Poor performance is attributable to: (approach failed)
Oversimplified concept of human behaviour
Concept of individual differences
Recognise need for both job structure + control on ee behaviour (procedures, standards, work rules
guiding ee towards organisations goals)
3.. Human Resource Approach
Benefits org in 2 ways: increase effectiveness + satisfaction of ee needs
Principles (4) providing the basis for HR approach:
Long term investment in employees > greater productivity
Policies, procedures, programs created to satisfy economic + emotional needs of ee
Working environment created for ee to use skills to the max
HR programs and practices implemented to satisfy needs of er + ee
Megan Meiring
, Strategic HRM (SHRM)
Focus on integration and alignment of all HR policies with one another and overall strategy and direction of org
Low-cost spending limits (issue of bonuses- remove policy to getting bonus)
Dimensions Strategic HRM Traditional HRM
Planning + strategy formulation Formulating overall org strategic plan+ Operational planning
aligning HR functions with company
strategy
Authority High status+ authority for top HR officer Medium status+ authority
Scope Concerned with all managers+ ee Concerned primarily with hourly,
operational+ clerical ee
Decision-making Strategic Operational
Integration Fully integrated with other org functions Moderate to little integration with other
org functions
Coordination All HRM act Not all HRM functions
Functions of HR
Career planning- ongoing process by which an individual sets career goals and develops plan to achieve them
Job analysis and design- skills, abilities+ motives to fit job (person-job fit); otherwise absenteeism/ turnover
Recruitment, selection, orientation & internal staffing- labour market research & exceptional performers;
cultures & values; internal movements (orientation vs onboarding)
Performance appraisal, training and development & career management- meeting performance requirements >
feedback, also progress to elevate to higher position
Compensation and health- comparability (earned is confidential) & fairness: employee wellness
Labour relations- climate, harmony & regulative compliance; 1-on-1 relationship btwn ee and er and trade unions.
(BCEA, EEA, EEAA) e.g. ESKOM
Human resource information systems (HRIS)- research (tech) & problem solving; absenteeism, turnover
Megan Meiring
