Seminar Human Resource Management
- lectures
, SHRM - summary Emma Hamm, 2078889
TABLE OF CONTENT
Video lecture 1: strategy and the interplay with HRM 2
Video lecture 2 13
Q&A Lecture: multiple choice exam 34
Example questions 34
Q&A questions 35
Video lecture 3: Different perspectives in HRM (for essays) 37
Part 1: Perspectives in HRM 37
Part 2: Ethical perspective in HRM 42
Part 3: Writing an essay 46
Lecture 4: chapter 6 & 7 48
1
, SHRM - summary Emma Hamm, 2078889
Video lecture 1: strategy and the interplay with
HRM
CHAPTER 2
PAAUWE/FARNDALE: STRATEGY, HRM AND PERFORMANCE: A CONTEXTUAL
APPROACH
● Link between Strategy, HRM and Performance
● What do we mean by performance?
○ Broad meaning! Achieving the goals of the organisation, productivity, meet
standards, implementation of strategy, wellbeing, satisfaction
● We aim for a balanced approach
→ firm, people, society at large fairness, sustainability
○ look at the business side (profit, market share,...) + what is in it for
employees, what is the local footprint,...
○ balanced approach also looks a the different levels;
individual level, organisational level, sector level, national level, international
level (e.g. ILO: international labor organization)
→ clients, employees (organisational level)
→ economy, country (society level)
● No blueprints customized approach
There should not be a ‘standardized’ approach in an organisation, but customized.
the HR quality should fit the organisation and the team
Developing context sensitivity
● What do we mean by context??
E.g. chicken slaughter in contrast with an accountancy office
● principles in chicken slaughter: safety, hygiene, experienced people. very
efficient working
● principles in an accountancy office: professional in numbers, high quality,
deadlines, accuracy, teamwork, honesty, high educated
→ you have to take this into account forming HR. very important to be aware to the
sensitive of the company
HR ‘FIT’
4 forms of fit at the organisational level:
1. Environmental ‘fit’: HR strategies & environment
→ demands by the government, bargain agreements,...
2. Strategic ‘fit’ (vertical): HR strategies & business strategy
→ about alignment between corporate strategy and HR policies
3. Internal ‘fit’ (horizontal): HR practices
→ whether separate HR practices are reinforcing each other, should be in line
4. Organisational ‘fit’: HR systems & other systems
→ the resource system should fit the technology in the organisation. IT software,...
5. Other fit:..? → combine theories, make a new framework in the seminar!
2
, SHRM - summary Emma Hamm, 2078889
at individual level: person-job fit, person-organisation fit (macro micro fit)
→ CHAPTER 3: all different forms of FIT
Whole book is aimed at building and applying this framework;
- you take into account… the competitive mechanisms (strategic fit),
social/political/legal context (institutional/environmental fit), heritage mechanisms
(organizational fit)
- the way different HR practices are combined and reinforce is all about horizontal fit
- the more fits, the better you have aligned your HR management system
internal/externally
TRADITIONAL VS. STRATEGIC HRM
3
- lectures
, SHRM - summary Emma Hamm, 2078889
TABLE OF CONTENT
Video lecture 1: strategy and the interplay with HRM 2
Video lecture 2 13
Q&A Lecture: multiple choice exam 34
Example questions 34
Q&A questions 35
Video lecture 3: Different perspectives in HRM (for essays) 37
Part 1: Perspectives in HRM 37
Part 2: Ethical perspective in HRM 42
Part 3: Writing an essay 46
Lecture 4: chapter 6 & 7 48
1
, SHRM - summary Emma Hamm, 2078889
Video lecture 1: strategy and the interplay with
HRM
CHAPTER 2
PAAUWE/FARNDALE: STRATEGY, HRM AND PERFORMANCE: A CONTEXTUAL
APPROACH
● Link between Strategy, HRM and Performance
● What do we mean by performance?
○ Broad meaning! Achieving the goals of the organisation, productivity, meet
standards, implementation of strategy, wellbeing, satisfaction
● We aim for a balanced approach
→ firm, people, society at large fairness, sustainability
○ look at the business side (profit, market share,...) + what is in it for
employees, what is the local footprint,...
○ balanced approach also looks a the different levels;
individual level, organisational level, sector level, national level, international
level (e.g. ILO: international labor organization)
→ clients, employees (organisational level)
→ economy, country (society level)
● No blueprints customized approach
There should not be a ‘standardized’ approach in an organisation, but customized.
the HR quality should fit the organisation and the team
Developing context sensitivity
● What do we mean by context??
E.g. chicken slaughter in contrast with an accountancy office
● principles in chicken slaughter: safety, hygiene, experienced people. very
efficient working
● principles in an accountancy office: professional in numbers, high quality,
deadlines, accuracy, teamwork, honesty, high educated
→ you have to take this into account forming HR. very important to be aware to the
sensitive of the company
HR ‘FIT’
4 forms of fit at the organisational level:
1. Environmental ‘fit’: HR strategies & environment
→ demands by the government, bargain agreements,...
2. Strategic ‘fit’ (vertical): HR strategies & business strategy
→ about alignment between corporate strategy and HR policies
3. Internal ‘fit’ (horizontal): HR practices
→ whether separate HR practices are reinforcing each other, should be in line
4. Organisational ‘fit’: HR systems & other systems
→ the resource system should fit the technology in the organisation. IT software,...
5. Other fit:..? → combine theories, make a new framework in the seminar!
2
, SHRM - summary Emma Hamm, 2078889
at individual level: person-job fit, person-organisation fit (macro micro fit)
→ CHAPTER 3: all different forms of FIT
Whole book is aimed at building and applying this framework;
- you take into account… the competitive mechanisms (strategic fit),
social/political/legal context (institutional/environmental fit), heritage mechanisms
(organizational fit)
- the way different HR practices are combined and reinforce is all about horizontal fit
- the more fits, the better you have aligned your HR management system
internal/externally
TRADITIONAL VS. STRATEGIC HRM
3
