HRM 3430 Lecture Notes - Lecture 2: Shift Work, Demand Forecasting, Job Performance
8 Oct 2018
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Document Summary
Strategic hrm: hrm can be viewed as an umbrella term that encompasses: Hr philosophies that specify the values put on hr that inform an organization"s policies/procedures. Hr policies that direct and partially constrain the development of specific practices, such as to increase workforce diversity. Hr practices such as recruitment, selection, and appraisal: strategic hrm interrelated philosophies, policies, and practices that facilitate the attainment of organizational strategy, emerging view that hrm should be split into two areas: Transactional activities, such as payroll, which are routine but necessary. A decision science, concerned with effective use of human capital. Hrm making strategic contributions: formerly called personnel management, was an administrative function that was always associated with costs in organizations. The contingency perspective: choosing strategies ranging from low cost to high differentiation. Important when hr is asked to define behaviors necessary to achieve organizational capabilities of innovation, speed, and accountability.
