HRM week 1
Vandaag; hoofdstuk 1 – what is HRM?
History of HRM
1930 -> Tayolorism and scientific management (routinization and
standardization)
1930-1960 -> Personnel management
1960 - .. -> Human resource management
1970 - .. -> Strategic human resource management
1. HR as cost center; a division or department that brings no revenue or
profit for the organization
2. HR as revenue center; a division or department that generates
monetary returns for the organization
3. HR as productivity center; a division or department that enhances
profitability by enhancing the productivity of people
There are a couple of HRM challenges, for example;
- Upskilling
- Leadership
Human resource management seeks to create competitive
advantage through the organization’s human resources.
HR’s critical factors
a. Productivity
= effectiveness + efficiency
Effectiveness = a function of getting the job done whenever and
however it must be done. It answers the question, “Did we do the right
things?”
, Efficiency = a function of how many organizational resources were
used in getting the job done. “Did we do things right?”
b. Employee engagement
= job satisfaction + ability + willingness to perform
c. Turnover
= voluntary turnover + involuntary turnover
Turnover = employees leaving an organization during a certain period.
The key distinction is who initiates the separation;
Voluntary turnover = the employee decides to leave the
organization. For example because of a better job offer, higher salary or
benefits elsewhere, poor job satisfaction, etc.
Involuntary turnover = the employer decides to end the employment
relationship. Because of; poor job performance, economic downturns,
company restructuring, etc.
Soft costs; loss productivity
Hard costs; recruiting, training, onboarding
d. Absenteeism
, = frequent or habitual absence of an employee from work without valid or
planned reasons.
HRM skills
Line vs. Staff management
- Line managers create and maintain the people and organization.
Processes that create whatever the business sells.
- Staff managers advise the line managers in some field of expertise.
Maintain responsibilities and focus areas of HRM (for managers)
1. Legal considerations = focuses on employment laws and regulations
that organizations must follow when managing employees. For example;
employment contracts, minimum wage laws, working hours regulations,
workplace regulations, etc.
, 2. Labor cost controls = managing and controlling the costs related to
employees. For example; salaries and wages, bonuses and benefits,
overtime costs, etc.
3. Leadership & motivation = how do managers lead and motivate
employees to perform well? -> leadership styles, employee motivation,
communication with teams, employee engagement, etc.
4. Training & development = focuses on improving employees’ skills and
knowledge. For example; onboarding and training for new employees, skill
development programs, etc.
- Onboarding = process waarbij nieuwe medewerkers welkom worden
geheten, vertrouwd raken met de organisatie en effectief geïntegreerd
worden in hun functie en de bedrijfscultuur.
5. Appraisal & promotion = evaluating employee performance and career
advancement. Like, performance evaluations (appraisals), feedback
meetings, performance targets (KPIs), promotions or salary increases.
6. Safety & security of employees = protecting employees’ health, safety,
and well-being at work. For example; workplace safety rules, protective
equipment, preventing workplace accidents, ensuring a safe workplace
environment, etc.
HRM week 2
Vandaag; hoofdstuk 2 – strategy-driven human resource management
How organizations design strategies and what these strategies look like
Strategic choice / new strategies because of different factors
Vandaag; hoofdstuk 1 – what is HRM?
History of HRM
1930 -> Tayolorism and scientific management (routinization and
standardization)
1930-1960 -> Personnel management
1960 - .. -> Human resource management
1970 - .. -> Strategic human resource management
1. HR as cost center; a division or department that brings no revenue or
profit for the organization
2. HR as revenue center; a division or department that generates
monetary returns for the organization
3. HR as productivity center; a division or department that enhances
profitability by enhancing the productivity of people
There are a couple of HRM challenges, for example;
- Upskilling
- Leadership
Human resource management seeks to create competitive
advantage through the organization’s human resources.
HR’s critical factors
a. Productivity
= effectiveness + efficiency
Effectiveness = a function of getting the job done whenever and
however it must be done. It answers the question, “Did we do the right
things?”
, Efficiency = a function of how many organizational resources were
used in getting the job done. “Did we do things right?”
b. Employee engagement
= job satisfaction + ability + willingness to perform
c. Turnover
= voluntary turnover + involuntary turnover
Turnover = employees leaving an organization during a certain period.
The key distinction is who initiates the separation;
Voluntary turnover = the employee decides to leave the
organization. For example because of a better job offer, higher salary or
benefits elsewhere, poor job satisfaction, etc.
Involuntary turnover = the employer decides to end the employment
relationship. Because of; poor job performance, economic downturns,
company restructuring, etc.
Soft costs; loss productivity
Hard costs; recruiting, training, onboarding
d. Absenteeism
, = frequent or habitual absence of an employee from work without valid or
planned reasons.
HRM skills
Line vs. Staff management
- Line managers create and maintain the people and organization.
Processes that create whatever the business sells.
- Staff managers advise the line managers in some field of expertise.
Maintain responsibilities and focus areas of HRM (for managers)
1. Legal considerations = focuses on employment laws and regulations
that organizations must follow when managing employees. For example;
employment contracts, minimum wage laws, working hours regulations,
workplace regulations, etc.
, 2. Labor cost controls = managing and controlling the costs related to
employees. For example; salaries and wages, bonuses and benefits,
overtime costs, etc.
3. Leadership & motivation = how do managers lead and motivate
employees to perform well? -> leadership styles, employee motivation,
communication with teams, employee engagement, etc.
4. Training & development = focuses on improving employees’ skills and
knowledge. For example; onboarding and training for new employees, skill
development programs, etc.
- Onboarding = process waarbij nieuwe medewerkers welkom worden
geheten, vertrouwd raken met de organisatie en effectief geïntegreerd
worden in hun functie en de bedrijfscultuur.
5. Appraisal & promotion = evaluating employee performance and career
advancement. Like, performance evaluations (appraisals), feedback
meetings, performance targets (KPIs), promotions or salary increases.
6. Safety & security of employees = protecting employees’ health, safety,
and well-being at work. For example; workplace safety rules, protective
equipment, preventing workplace accidents, ensuring a safe workplace
environment, etc.
HRM week 2
Vandaag; hoofdstuk 2 – strategy-driven human resource management
How organizations design strategies and what these strategies look like
Strategic choice / new strategies because of different factors
