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战略人力资源管理英文模板
Management theories and influences on HRM HRM – roles, functions and strategies * * CHAPTER 1 Theories, issues and influences in human resource management Session objectives Define the purposes and scope of human resource management (HRM) in Australia Trace the development of HRM in Australia Understand the influences, issues and underlying theories of HRM Assess the relevance of critiques of HRM Describe the principal roles, functions and outcomes of Australian HRM Discuss the professional and ethical principles guiding HRM Personnel management vs human resource management Personnel management: A set of functions or activities Human resource management: An integrated set of personnel activities, linked strategically with organisational objectives History and origins of HRM HRM has existed since the beginning of time Developed formally as a result of the Industrial Revolution Working conditions became a social and industrial issue Growth of trade unions and IR systems Contingency approaches Excellence studies TQM Classical management theory Classical organisation theory Transitional theorists Systems theorists Management science Behavioural school HRM Stages in the development of HRM Welfare and administration (1900–1940s) Staffing and training (1940s–mid-1970s) Human resource management (mid-1970s–1990s) Strategic and global HRM (2000 and beyond) Harvard model ‘Hard’ and ‘soft’ HRM Unitarist and pluralist perspectives Relationship of HRM to IR Criticisms of HRM theory Concepts and models Strategic Functional Operational Responsiveness to competition and globalisation Alignment to business strategy Quality HRM practices Management of change Strategic HRM Quantity and quality of employees Strategic recruitment and selection practices Retention Productivity and motivation Job design Integration and accountability of functions Evaluation HRM issues * * *
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