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A snapshot of the summary - Strategic Human Resource Management
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1 Introduciton
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SHRM is a relatively young discipline. How old is it?25 years
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On which 3 points is The new economy (1990s) focussing?
- Emerging branches: IT sector, telecommunication, and financial institutions
- Rise of the services industry caused by technological developments
- Non-tangible
- assets; embedded in reputation, brands, and knowledge
- Emerging branches: IT sector, telecommunication, and financial institutions
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The work in the new economy can be characterized by ...?High knowledge intensity, web-based organizing, contracts trough intranet or internet, centers on the other side of the world, integration of work design, technology and services delivered.
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By which 4 contract elements can the employment relationship can be characterized?
- legal (rights and obligations)
- economic (effort and pay)
- psychological (not written down but are expected)
- sociological (social relationships)
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What is the focus of the Rhineland model?Broader view taking in to account employee interests
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What are the 4 different frames that can be used to study organizations?
- Structural
- HR
- Political
- Symbolic
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What are the five I's from Schnabel?1. Internationalization
2. Individualization
3. Informalization
4. Information
5. Intensification
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1.1 The new economy
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How can we describe the new economy?A concept mainly focused on the shift from a manufacturing and producing economy into a service sector asset-based economy. This comes together with use of IT, non-tangible asset knowledge and flexible work arrangements.
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Karakterisations of SHRM in the21st century. (lecture)Impact of organizational change.Competitiveness .- Three perspectives (MHRM,
IHRM & SHRM).
Stakeholderperspective . Balanced approach.
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1.2 Organizational change and competitive advantage
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How can we define organizational change?A process between two different situations that affect an organization and its HRM.
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The following topics are covered in this summary
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boxall, balanced, financial
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strategy, hr, why
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practices, ambiguity, numerical
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hr, soft, proximal
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employee, employer, high
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employee, practices, performance
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recruitment, myopia, selection
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pm, attainable, commitment
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compensation, pay, employee
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tm, talent, knowledge
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participation, employee, institutionalized
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managers, table, proces
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cross-cultural, outsourcing, best
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implementation, strategy, leadership
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bullying, school, acceptability