Strategic Human Resource Management Week 1

What are the three perspectives of SHRM

What is Paauwe's (2004) vision on HRM?

What is a psychological contract?

What is soft HRM?

What is hard HRM?

What are the 4 contract types in the exchange relationship?

Is the Anglo-American model (USA) focused on soft or hard HRM?

Is the Rhineland model (Europe) focused on soft or hard HRM?

What is the vision of Boxall and Purcell (2003)?

What is an example of an peripheral employee?

Recruitment and selection, training and development, appraisal and rewards, promotion, participation, job autonomy, job rotation and job design are all examples of?

What is the focus of the traditional HRM model?

What is the focus of the new HRM model?

What is the balanced approach?

What isn't included in the balances approach?
-Organizational succes can only be achieved when financial performance and societal performance of and organization are above average in the particular population in which the organization is operating.
-Using a narrow and unitarist view in the design of the employment relationship in organizations results in bad people management.
-It's all about managing work and people, collectively and individually.
-The goals of the individual employee, the organizational goals, and the societal goals have to be in line with each other.

What are the 4 perspectives (frames) for studying organizations from Bolman & Deal (2008)?

Which 2 frames of Bolman & Deal (2008) are mostly used in SHRM?

There is an ongoing debate about the relevance of fit between HRM and other aspects of an organization. What are the two competing schools?

Pfeffer has 7 best practices that belong to the best practice school. He believes there is one best way of doing things for every company. What are the 7 practices which make HR practices succesful and applicable when used?

Legislation, protocols, norms and values, social-cultural issues, professional norms and mimetic are all examples of?

The market mechanism stems from the markets in which an organization operates, the products/services an organization creates and the technological developments. Include the degree of competition between organizations. Paauwe (2004) defines this mechanism with three demensions, which?

The optimal fit between HRM and the context (then there'll be a positive effect on the business model) can be achievd by strategic decision making. What is a strategy (De Wit and Meyer, 1998)?

Strategic goals who are aimed at exclusively statifying shareholder interests and concretely aiming to increase sales, profits and market values (largely used by the Anglo-American approach) are broad or narrow goals?

Strategic goals who are focused on organizational, societal and individual employee goals (largely used by the Rhineland/European approach) are broad or narrow goals?

What are the two external environments of an organization?

Environmental scanning and analysis - SWOT - strategy formulation - strategy implementation is?

A business strategy consists of 4 strategy's, which?

What are the 4 kinds of fits in the field of HRM?

What the strategic fit?

Which model has the four linkages: administrative, one-way, two-way and integrative?

What is the internal or horizontal fit?

What is the organizational fit?

What is the environmental fit?

Damaggio & Powell say that to understand the environment fit, an alternative way to see this fit is to think of it as a new institutionalism. Organizations are confronted with?

Institutional mechanisms stem from legislation, professional norms and imitation as a result of uncertainty or trends. What are the three mechanisms?

Is due to Paauwe the HRM leeway bigger or smaller when: there is market growth, small number of relevant stakeholders, limited laws, labor/total cost ratio close to 0, large financial buffers and a monopolist organization?

What does an individual need?

What is NOT an assumption of the six-component model?
1. The four external factors and the configuration affect the HR strategy
2. External general market context affects both external population market context and the HR strategy
3. External general institutional context affects both external population institutional context and the HR strategy
4. The HR strategy and practices influence the configuration and the external context