Summary Strategic Human Resource Management

ISBN-10 0077145623 ISBN-13 9780077145620
364 Flashcards & Notes
21 Students
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Summary - Strategic Human Resource Management

  • 1 Introduciton

  • SHRM is a relatively young discipline. How old is it?
    25 years
  • What is the new economy?
    A shift in the 1990's from manufacturing/production into a service sector based economy
  • The work in the new economy can be characterized by ...?
    High knowledge intensity, web-based organizing, contracts trough intranet or internet, centers on the other side of the world, integration of work design, technology and services delivered.
  • What is competitive advantage?
    An organization's position in comparison to its direct competitors
  • What is the definition of HRM?
    HRM involves management decisions related to policies and practices that together shape the employment relationship and are aimed at achieving individual, organizational and societal goals.
  • Employment relationship is the focus of HRM
  • By which 4 contract elements can the employment relationship can be characterized?
    1. legal (rights and obligations)
    2. economic (effort and pay) 
    3. psychological (not written down but are expected)
    4. sociological (social relationships) 
  • MHRM covers the sub functions of human resource policy and practice. 
    IHRM is concerned with HRM in MNC's and HRM across borders. 
    SHRM focusses on issues of linking HRM to the business strategy. 
  • What are stakeholders?
    All groups inside and outside an organization that can affect its strategy and goals.
  • What is the focus of the Anglo-American model?
    Creating shareholder added value
  • What is the focus of the Rhineland model?
    Broader view taking in to account employee interests
  • What are the 4 different frames that can be used to study organizations?
    1. Structural
    2. HR
    3. Political
    4. Symbolic 
  • How can succes be achieved in the strategic balance model?

    When financial performance and societal performance of an organization are above average 
  • 2 Strategic Human Resource Management and Context

  • The best-fit school argues that HRM is more effective when it is aligned with internal and external context. The best-practice school argues a 'one size fits all' perspective.
  • What are Pfeffer's seven best practices?
    1. Selective recruitment 
    2. Extensive training
    3. Performance related pay (PRP)
    4. Teamwork
    5. Information sharing and communication
    6. Reduction od status differences
    7. Employement security 
  • Context represents the set of facts or circumstances that surrounds the organization.
  • What are the 3 components of the internal context?
    1. history
    2. administrative heritage
    3. culture 
  • What is the external context?
    The outside mechanisms that affect the organization or interact with it.
  • What are the 2 general outside mechanisms that determine the external context?
    1. Market mechanisms 
    2. Institutional mechanisms 
  • What is market mechanisms?
    The degree of competition between organizations
  • Wat are the 3 categories within institutional mechanisms?
    1. Coercive: legislation, protocols and procedures
    2. Normative: employee's routines, habits, norms and values
    3. Mimetic: uncertainty and hypes  
  • An optimal fit between HRM and the context can positively affect the business model and the organization's succes. A better fit can be achieved trough strategic decision making.
  • What is a strategy?
    An organization's intention to achieve certain goals trough planned alignment between the organization and its environment.
  • SHRM is focused on the alignment or fit between the  organizational strategy and the HR strategy
  • General environment represents all the market and institutional mechanisms that affect all organizations in a country
    Population environment represents all the market and institutional mechanisms that affect organizations in a certain sector 
  • There are 4 types of fit
    1. Strategic (vertical)
    2. Internal (horizontal)
    3. Organizational
    4. Environmental (institutional) 
  • Strategic or vertical fit is the alignment between the overall business strategy and the HR strategy
    Internal or horizontal fit is the link between individual HR practices 
    Organizational fit is the link between HR strategy and organizational systems 
    Environmental fit is the link between HR strategy and the institutional environment
  • What are the 4 linkages that can be distingued within strategic fit?
    1. Administrative (no link between strategy and hr) 
    2. On-way (HR is affected by overal strategy)
    3. Two way (Both have influences) 
    4. Integrative (full alignment)
  • an HR system is a coherent and consistent set of HR practices that combined together result in a higher organizational performance than the sum of the effect using each HR practice separately.
  • What is a deadly combination?
    A misfit between HR practices
  • What is the strategic choice?
    The degree of leeway in strategic decision making given the organizational context
  • In case of hyper-determinism an organization has absolutely no leeway because choices are determined by contextual conditions.
    In case of hyper-voluntarism an organization has maximum leeway.
  • For what can the HR strategy scan (six-component model) be used?
    Perform a context analysis
  • True or false?
    'The HR strategy scan builds on the assumption that more fit leads to better performance' 
  • The HR strategy scan consists of the following 6 components
    1. External general market
    2. External population market
    3. External general institutional
    4. External population institutional
    5. Internal
    6. HR strategy
  • What are the 5 key HR practices?
    1. Recruitment and selection
    2. Training and development
    3. Appraisal and PM
    4. Compensation
    5. Employee participation 
  • What are the types of fit that belong to number 1, 2 , 3 and 4 ?
    1= Strategic
    2= Institutional
    3= Organizational
    4= Internal 
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Latest added flashcards

True or false?'The HR strategy scan builds on the assumption that more fit leads to better performance'
Welke drie perspectieven zijn gericht op HRM?
Multi-actor perspectief: meerdere stakeholders 

Brede maatschappelijke perspectief: nadruk op verschillende institutionele context, bijvoorbeeld op het niveau van industrie, regio's en landen. 

Multi-level: individuele werknemer en strategische organisatie perspectief.
Welke 5 dimensies waarin cultuur verschillen zijn er? (Hofstede)
1. Identiteit (collectief - individueel)
2. Hiërarchie (hoog - laag) machtsafstand
3. Gender (mannelijk -vrouwelijk) 
4. Onzekerheidsvermijding (gevoel bij behandeling in situaties)
5. Tijd (lange termijn denken - handelen op korte termijn)
Wat is contextueel paradigma?
Er bestaan misschien wel algemene beste principes in HRM, maar de organisatie context bepaalt uiteindelijk de aard van specifieke hr-praktijk. 

Hangt af van de specifieke internationale context zoals eigen wetten, politieke speelveld, vakbonden etc. (er is geen beste manier, het hangt af van de context).
Wat is het universalistisch paradigma?
De beste praktijken in HRM kunnen toegepast worden bij multinationals wereldwijd. Wat in Nederland past, past overal.
Overeenkomst tussen MHRM, SHRM en IHRM?
Een organisatie die te maken heeft met globalisering, die te maken heeft met een specifieke context die zowel maatschappelijk, politiek, financieel/economisch, arbeidsmarkt, juridisch, vakbonden en daar dus ook als strategisch HRM'er naar kijkt en ook zich inzet voor het welzijn van de werknemers.
Hoe zetten we HRM in om zowel voor welzijn (individueel en maatschappelijk) te zorgen als ook een bijdrage te leveren aan de continuïteit van de organisatie?
Door keuzes te maken die gericht zijn op de individuele welzijn, bijvoorbeeld motivatie, ontwikkeling van de medewerkers, en daarnaast keuzes maken die maatschappelijk goed zijn, bijvoorbeeld milieu en klimaat, arbeidsomstandigheden werknemers, de positie van ouderen, discriminatie in het arbeidsproces.
Waarom meet focus op het Harvard model in de balanched approach?
Omdat we HRM zien als middel om te komen tot meer dan alleen het behalen van financieel/economische doelen. HRM inzetten om: 
- Individueel welzijn (motivatie werknemers)
- Organisatie effectiviteit
- Maatschappelijk welzijn (milieu, klimaat)
Geef een uitleg van het Harvard model
Bij het Harvard model gaat het om alle management beslissingen en acties die de aard van de relaties tussen de organisatie en de werknemers beïnvloeden.

Belangen stakeholders --> HRM beleidskeuze --> HRM resultaten

--> lange termijn consequenties: Individueel welzijn, effectiviteit, organisatie en maatschappelijk welzijn.
Waar richt de verticale fit zich voornamelijk op?
Organisatie strategie wordt gebaseerd op de markt. De markt bepaald wat voor strategie je zal moeten voeren. (krapte arbeidsmarkt, klanten behoeften)