HRM summary
Human research 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.
Human Resource Management (HRM) is the term most widely used to describe the activities a
business engages in to managing its relationship with employees.
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 focuses 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
Jay Barney’s VRIO model (1991) - an organization’s employees are its single most important strategic
differentiator.
They are:
• Valuable
• Rare
• Inimitable (not
easily copied)
• Organised
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 organisational
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.
Example of strategic HR
, What kind of tools are to …. an employee?
Generations
“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.”
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.
Human research 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.
Human Resource Management (HRM) is the term most widely used to describe the activities a
business engages in to managing its relationship with employees.
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 focuses 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
Jay Barney’s VRIO model (1991) - an organization’s employees are its single most important strategic
differentiator.
They are:
• Valuable
• Rare
• Inimitable (not
easily copied)
• Organised
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 organisational
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.
Example of strategic HR
, What kind of tools are to …. an employee?
Generations
“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.”
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.
