SHRM
WIFI
Wachtwoord
02-09-2019 Lecture 1
Employability = Career potential.
Brightspace.
Je moet voor een klas een reflectie schrijven.
300 words.
You are uploading it on brightspace, before the lesson starts.
Articles are on brightspace
You are presenting the article.
Weblecture at home:
Evaluation:
1. Multiple choiche exam: 2 books, lectures.
2. Subgroup presentation
3. Individual preparatory reflection (Assignment, 5000 words) APA (Use always.)
Make sure you also perform the key roles.
Je kunt in brightspace een email aanzetten, waarneer je de email aanzet, dan krijg je een mail bij een
nieuw bericht.
Career anchors -> Edgar Schein.
Lower paid: Salary, Familiy
High paid: Meaning out of work.
Ambitions are a strong predictor for career success.
HR practices -> Employee outcomes -> Organization outcomes
Employee turnover = Leave of people from the company.
5 I’s:
- Internationalization
- Individualalization
- Informalization
- Informatization (ICT, etc.)
- Intensification: Individuals are more network oriented. Career goals, More focuss on work-
life balance. The private life is important.
Sustainable career = Added value for yourself and the organization
Make sure you know the difference between the 3.
Micro HRM: Inflow, Throughflow, Outflow – Individual employee
International HRM: Differences in cultures
Strategic HRM:
,Three persectives:
- Multi-actor perspective
- A broad societal view
- A Multi-level perspective
Teams are nasted, then across teams.
Jaap Paauwe (2004)
- Human Resource is not for money only (!!)
Boxall & Purcell (2008)
- Some employees get neglected. (especially the one who are support).
There are 3 goals:
- Goals of individual employee
- Organizational goals
- Societal goals
Lecture 2 – Chapter 2 Strategic Human Resource Management
The more fit (allignment) the better.
HRM not only contribute to economic factors but also to the well-being of people in the organization.
Strategy: Think about your purpose. -> WHY are you there as a company
Mission = How to accomplish the strategy
Vission = What you want to change in the World (Inspirement)
Enactment = What is you contribution to the futer?
CLA = Collective Labour Agreement
Internal fit
Vertical fit
Insitutional fit
Organizational fit
Person –environment fit (Chapter 7)
Three kinds of environment (In the book it is population and general environment).
1. The organization
2. The business
3. The general
Steps:
- Environmental scanning and analysis
- Strategy formulation
- Strategy implementation
HR strategy = One of the pillars of strategy.
We have to remember that HR strategy is part of the other pillars. -> The configuration of the pillars
is the most important part.
Hyper-determinism = That organization doesn’t have room
, Hyper-voluntarism = Lot of room to make their own descisions
The Harvard vs. Michigan approach
- Stakeholders Interest
- Situational Factors
- HRM Policy Choiches (The influence of the employees)
- HR Outcomes
- Long term consequenses: The consequenses are also “Well-being”.
Debate on purpose: When you have a good purpose, money should follow.
Normative: Things you can not avoid.
Institutional Mechanisms:
1. Coercive: Force of institution
2. Normative: Professionalization
3. Mimetic: Uncertaincy
Contextually-Based HR Theory
HR Strategy SCAN! Six:
1. External general insitutional
2. External population insitutional
3. External general market
4. External population market
5. Configuation (Intern)
6. HR strategy
What does every individual need?
1. Autonomy
2. Competence
3. Belongingness
WIFI
Wachtwoord
02-09-2019 Lecture 1
Employability = Career potential.
Brightspace.
Je moet voor een klas een reflectie schrijven.
300 words.
You are uploading it on brightspace, before the lesson starts.
Articles are on brightspace
You are presenting the article.
Weblecture at home:
Evaluation:
1. Multiple choiche exam: 2 books, lectures.
2. Subgroup presentation
3. Individual preparatory reflection (Assignment, 5000 words) APA (Use always.)
Make sure you also perform the key roles.
Je kunt in brightspace een email aanzetten, waarneer je de email aanzet, dan krijg je een mail bij een
nieuw bericht.
Career anchors -> Edgar Schein.
Lower paid: Salary, Familiy
High paid: Meaning out of work.
Ambitions are a strong predictor for career success.
HR practices -> Employee outcomes -> Organization outcomes
Employee turnover = Leave of people from the company.
5 I’s:
- Internationalization
- Individualalization
- Informalization
- Informatization (ICT, etc.)
- Intensification: Individuals are more network oriented. Career goals, More focuss on work-
life balance. The private life is important.
Sustainable career = Added value for yourself and the organization
Make sure you know the difference between the 3.
Micro HRM: Inflow, Throughflow, Outflow – Individual employee
International HRM: Differences in cultures
Strategic HRM:
,Three persectives:
- Multi-actor perspective
- A broad societal view
- A Multi-level perspective
Teams are nasted, then across teams.
Jaap Paauwe (2004)
- Human Resource is not for money only (!!)
Boxall & Purcell (2008)
- Some employees get neglected. (especially the one who are support).
There are 3 goals:
- Goals of individual employee
- Organizational goals
- Societal goals
Lecture 2 – Chapter 2 Strategic Human Resource Management
The more fit (allignment) the better.
HRM not only contribute to economic factors but also to the well-being of people in the organization.
Strategy: Think about your purpose. -> WHY are you there as a company
Mission = How to accomplish the strategy
Vission = What you want to change in the World (Inspirement)
Enactment = What is you contribution to the futer?
CLA = Collective Labour Agreement
Internal fit
Vertical fit
Insitutional fit
Organizational fit
Person –environment fit (Chapter 7)
Three kinds of environment (In the book it is population and general environment).
1. The organization
2. The business
3. The general
Steps:
- Environmental scanning and analysis
- Strategy formulation
- Strategy implementation
HR strategy = One of the pillars of strategy.
We have to remember that HR strategy is part of the other pillars. -> The configuration of the pillars
is the most important part.
Hyper-determinism = That organization doesn’t have room
, Hyper-voluntarism = Lot of room to make their own descisions
The Harvard vs. Michigan approach
- Stakeholders Interest
- Situational Factors
- HRM Policy Choiches (The influence of the employees)
- HR Outcomes
- Long term consequenses: The consequenses are also “Well-being”.
Debate on purpose: When you have a good purpose, money should follow.
Normative: Things you can not avoid.
Institutional Mechanisms:
1. Coercive: Force of institution
2. Normative: Professionalization
3. Mimetic: Uncertaincy
Contextually-Based HR Theory
HR Strategy SCAN! Six:
1. External general insitutional
2. External population insitutional
3. External general market
4. External population market
5. Configuation (Intern)
6. HR strategy
What does every individual need?
1. Autonomy
2. Competence
3. Belongingness
