HRM important references

PJ Fit

Fit between person’s abilities and job demands. (Edwards, 1991)

PO Fit

Compatibility between person and organisation values. (Kristof, 1996)

ASA Theory

People attracted to, selected by, and stay in orgs that reflect their personality. (Schneider, 1987)

Equity

Fairness tailored to individual needs.

Diversity

Visible/invisible characteristics that make people unique. (Mor Barak, 2015)

Inclusion

Feeling valued, respected, accepted. (Shore et al., 2011)

Business Case for EDI

Innovation, market growth. (Kandola, 2009)

Moral Case for EDI

Everyone deserves equal opportunity.

Legal Case for EDI

Anti-discrimination compliance. (Equality Act 2010)

Total Rewards

All monetary and non-monetary rewards. (WorldatWork, 2007)

PRP

Pay tied to performance outcomes.

Equity Theory

Motivation depends on fairness in reward comparison. (Adams, 1965)

Expectancy Theory

Motivation = Expectancy × Instrumentality × Valence. (Vroom, 1964)

Performance Management

Aligning individual and organisational goals. (CIPD, 2021)

SMART Goals

Goal setting framework for effectiveness.

Biron et al. (2011)

PM boosts learning and motivation.

Motivation

Internal drive to act.

Engagement

Emotional and cognitive connection to work.

Self-Determination Theory

Motivation depends on autonomy, competence, relatedness. (Deci & Ryan, 1985)

Job Characteristics Model

Motivation comes from core job features. (Hackman & Oldham, 1976)

Employee Voice

Expression of ideas, feedback, concerns. (Morrison, 2011)

Freeman & Medoff

Two faces of unionism: Monopoly (wages) vs Collective Voice (engagement). (1984)

Hirschman

Exit vs Voice response to dissatisfaction. (1970)