Human Resource Management: A Concise Introduction

This set of flashcards covers key terms and concepts in Human Resource Management (HRM) to aid in understanding the subject and for exam preparation.

Human Resource Management (HRM)

The strategic and integrated approach taken by an organization to the management of its most valued assets, namely its people.

Personnel Management (PM)

The traditional term for the management of human resources, often focused on administrative tasks and employee relations.

Strategic HRM (SHRM)

A concept that emphasizes the importance of aligning HRM policies and practices with the business strategy to enhance organizational performance.

Devolution in HRM

The process of transferring HR responsibilities from central HR departments to line managers, enabling more localized decision-making.

Trade Unions

Organized groups of employees that represent their interests in negotiating working conditions, wages, and benefits.

Industrial Relations

The relationship between employers and employees, including negotiations and interactions regarding rights and responsibilities.

Employee Commitment

The psychological bond between employees and the organization, characterized by loyalty and a desire to contribute to the organization’s success.

Best Practice Approach

A concept in HRM that promotes the idea of a set of universal practices that lead to superior organizational performance.

Environmental Context in HRM

The external and internal factors influencing human resource management decisions, including legislative, economic, and social factors.

Soft HRM Approach

A perspective that treats employees as valued assets, emphasizing their development and well-being.

Hard HRM Approach

A perspective that views employees merely as resources to be managed for efficiency and productivity.

Impact of Legislation on HRM

The influence of laws and regulations on hr policies and practices, ensuring compliance and protecting employee rights.

Employee Relations

The management of the relationship between employees and the organization, focusing on communication, negotiation, and conflict resolution.

Human Capital Development

Investing in employee training and development to enhance skills, knowledge, and effectiveness within the organization.

Unitary Frame of Reference

A perspective in HRM that views the organization as a cohesive entity where management and employees share common interests.

Contingency Theory in HRM

The belief that HR practices should be tailored to fit the specific context of the organization and its strategy.

Organizational Climate

The shared perceptions of policies, practices, and procedures in an organization that influence employee behavior and attitudes.