CHAPTER 1 Theories, issues and influences in human resource management

Session objectives Define the purposes and scope of human resource management (HRM) Trace the development of HRM Understand the influences, issues and underlying theories of HRM Assess the relevance of critiques of HRM Describe the principal roles, functions and outcomes of HRM Discuss the professional and ethical principles guiding HRM

Personnel management vs human resource management Personnel management: A set of functions or activities Human resource management: An integrated set of personnel activities, linked strategically with organizational objectives

History and origins of HRM HRM has existed since the beginning of time Developed formally as a result of the Industrial Revolution Working conditions became a social and industrial issue Growth of trade unions and IR systems

Contingency approaches Excellence studies TQM Classical management theory Classical organization theory Transitional theorists Systems theorists Management science Behavioral school HRM Management theories and influences on HRM

Stages in the development of HRM Welfare and administration (1900– 1940s) Staffing and training (1940s–mid-1970s) Human resource management (mid- 1970s–1990s) Strategic and global HRM (2000 and beyond)

Harvard model ‘Hard’ and ‘soft’ HRM Unitarist and pluralist perspectives Relationship of HRM to IR Criticisms of HRM theory Concepts and models

HRM – roles, functions and strategies Strategic Functional Operational

Responsiveness to competition and globalization Alignment to business strategy Quality HRM practices Management of change Strategic HRM

Quantity and quality of employees Strategic recruitment and selection practices Retention Productivity and motivation Job design Integration and accountability of functions Evaluation HRM issues

Devolution Automation Outsourcing HRM – the future