HRM

Anmerkungen:

• A philosophy of people management based on the belief that human resources are uniquely important to sustained business success. The organisation gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. Human resource management is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies.

1. Organisational Behaviour
   1. Micro Level
   2. Organisational & Environmental Dynamics

      Anmerkungen:

      • Communication Organisation Structure Cultural Influences Organisation Development  Organisation Change 
   3. 4 Academic Displines

      Anmerkungen:

      • Psychology- Personality  Antropology - Culture Sociology - Organisation Structure  Political Science - Power
   4. Interpersonal Processes

      Anmerkungen:

      • Decision-Making Conflict & Stress Group Dynamics  Leadership  Power
   5. Individual Level Processes

      Anmerkungen:

      • Perception Personality Learning Rewards  Motivation
   6. Talented employees
      1. Effectiveness.
      2. Reputation
      3. Recognition
      4. Strategic Advantage rather than cost
2. Organisational Theory
   1. Macro-level
3. Human Resources
   1. Micro-level
4. Organisational Development
   1. Macro-level
5. Evolution

   Anlagen:

   • Evolution of HRM
   1. Partnership

      Anmerkungen:

      • Contributed to low wage inflation.  Reduction in personal taxation Low levels of industrial conflict.  
6. Hard

   Anmerkungen:

   • Storey 1989 Focus on resource side of HR. Emphasises cost in the form of 'headcounts' Places control firmly in the hands of management.
7. Soft

   Anmerkungen:

   • Storey 1989 Stresses the human aspects of HR. Concerned with communication and motivation. People are led rather than managed. They are involved in determining and realising strategic objectives