21036 Study Guide - Final Guide: Job Satisfaction, Vertical Integration, Critical Role
Document Summary
Key theories on hrm and performance: best practice hrm or universalistic approach = oldest of the theories. Ad(cid:448)o(cid:272)ates a set of h pra(cid:272)ti(cid:272)e that (cid:272)a(cid:374) (cid:271)e adopted (cid:271)(cid:455) a(cid:374)(cid:455) org. Universally applicable (aka high performance management work systems) Highlights relatio(cid:374)ship (cid:271)et(cid:449)ee(cid:374) (cid:858)sets(cid:859) of good h pra(cid:272)ti(cid:272)es a(cid:374)d perfor(cid:373)a(cid:374)(cid:272)e. Pra(cid:272)ti(cid:272)es (cid:272)o(cid:373)(cid:271)i(cid:374)ed i(cid:374) a (cid:272)ohere(cid:374)t a(cid:374)d i(cid:374)tegrated (cid:858)(cid:271)u(cid:374)dle(cid:859) E. g. recruitment and selection fits in with induction rather than in silos. Employee security = 1988 not unreasonable to stay in org. (now commitment) Communication = employees are informed, two way communication. Compensation = not just remuneration (wage, salary, bonuses, prp) Harmonisation = status differentials between senior managers more reduced. Wood & de menezes eight hr practices (1998) add in the following: Appraisals started to get traction across the board. Empowerment = involved in ds, autonomy in work = more effective worker. High wages relati(cid:448)e to (cid:272)o(cid:373)pa(cid:374)(cid:455)(cid:859)s i(cid:374)(cid:272)o(cid:373)e (cid:894)pa(cid:455) a(cid:271)o(cid:448)e i(cid:374)dustr(cid:455) stds) More transparent = better understanding for employees e. g soaring profits.
