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Related Flashcards
Related Topics
Cards In This Set
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HR philosophy
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The principles that guide how the organization leads, manages, involves, treats and views all its employees, so that it can successfully achieve its business strategy
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Devolved
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The process of moving decision-making downwards, from HR to line managers
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High-commitment HRM
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This approach is another way of looking at high-involvement HRM. It refers to an organization’s effort to create the right conditions through which employees can be highly involved, but it also stresses the employees’ role in fully engaging in this process and working hard to achieve the organization’s goals
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High-involvement HRM
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This approach to the employment relationship encourages high levels of employee participation or ‘voice’ in the decisions that the organization has to make. As such, HR practice and management style seek participation and consultation through a range of formal and informal activities: weekly team meetings, project reviews, employee surveys, etc.
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High-performance work system (HPWS)
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Where the HRM practices are integrated and mutually reinforcing in order to produce an effective outcome at an organizational level
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Horizontal integration
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Involves strong consistency and interconnection between HRM policies and practices internally in order to achieve effective performance. This is also known as ‘internal alignment’ or ‘internal fit’
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Human resource management
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The strategic and integrated approach taken by an organization to the management of its most valued assets, namely its people
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Industrial relations
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The relationship between employers and employees, with a focus on those areas of the employment relationship where employers deal with employee representatives, such as trade unions, rather than individuals
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Knowledge worker
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An employee whose job involves developing and using knowledge rather than producing goods or services
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Line managers
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Managers who have employees directly reporting to them and who have a higher level of responsibility than those employees
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Low-involvement HRM
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This approach to the employment relationship is more control-based, where employees are identified as being core or peripheral in achieving the organization’s goals. Peripheral employees are then managed through such HR practices as zero hours contracts, temporary contracts, vendored employment and outsourcing elements of the supply chain
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Strategic human resource management
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Where HR is coordinated and consistent with the overall business objectives, goals and strategy in order to increase business performance
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Taylorist
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A factory management system developed in the late nineteenth century to increase efficiency by breaking down production into specialized repetitive tasks
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Trade unions
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An organized group of workers which represents members’ interests in maintaining or improving the conditions of their employment by acting collectively as a way to challenge employer power
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Vertical integration
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The matching of HRM policies and practices with business strategy
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