Globalisation and HRM

Flashcards about Globalisation and HRM

What is the definition of Globalisation?

Globalisation refers to the shift towards a more integrated & more interdependent economy between people, companies, & governments worldwide.

According to Guest (1987) and Storey (1992), what does soft HRM recognise?

Employees as a resource worth investing in, and tends to focus on high commitment/high involvement HR practices

According to Scullion (1995), what are the HRM issues that arise from?

The internationalization of business, and the HRM strategies, policies and practices which firms pursue in response to the internationalization of business

According to CIPD (2017) what is Strategic HRM?

An approach to managing human resources that supports long-term business goals and outcomes with a strategic framework.

What is a major HR challenge related to food and water?

Food & Water shortages - humankinds greatest challenges

From a cultural perspective, what do national and regional cultures reflect?

Substantial differences in norms, values and belief systems that will make convergence at all levels highly unlikely.

Give examples of external forces that shaped HRM in the last 20 years?

Globalisation, Opening up of trade barriers & borders, Geopolitical issues, Trade Wars, Expansion of the EU and retraction, Brexit, Convergence across nations, Labour Legislation, Threat of terrorism, Mergers & Acquisitions reshaping industries, World Recession, Technology

What are some HRM Challenges?

Adapting hiring and retention strategies to prepare for tomorrow’s changing workforce, The Ageing Workforce crisis, Multi-generational work force, Multi & cross cultural workforce, Talent Shortages, Technological advancement, Geopolitics

What should HRM strategies reflect?

The organisational and national cultures in which they operate.

What are some roles of HRM?

Developing & implementing HR policy, Promoting employee capability, Envisaging the future, Enhancing employee motivation, Demonstrating the HR contributions to business effectiveness

Name three HRM Systems & Organisational Effectiveness approaches.

Universalistic: Best Practice (Pfeffer, 1998); Contingency: Best Fit (Jackson & Schuler, 1995); RBV: Competitive Advantage (Barney, 1991)

What is the Resource Base View (RBV)?

An organisation can secure a sustainable competitive advantage over its competitors by identifying and using core distinctive competences

What are the Emphasis of McKinsey Seven S Framework?

Emphasis is in the connectiveness of the factors leading to successful performance.

What is the primary challenge to organisations today?

To maintain & increase competitiveness in the face of continually changing demands

What do Strategic HR competencies consist of?

Business-related -enabling HR practitioners to align HR strategies with business strategies (strategic decision-making, organisational change and development). Includes an ability to relate to customers.

What do Functional HR competencies consist of?

The delivery of HR operations (recruitment, employees election and remuneration). Includes personal credibility, HR delivery and HR technology.

Name two key deliverables for HR.

Strategy Execution and Administrative Efficiency

What is HR Analytics about?

Linking HR decisions to business outcomes and organizational performance.

Name some critical roles in HR.

Talent Manager/Organisational Designer, Culture & Change steward, Business Ally, Strategy Architect, Analytical Designer, Operational Executor