Inleiding - Three perspectives
8 important questions on Inleiding - Three perspectives
What are the three perspectives of HRM?
2. Broad societal perspective --> different institutional contexts
3. Multi-level perspective --> employee perspective and strategic organizational perspective.
Three perspectives of the multi dimensional strategic HR model
- A multiactor perspective: multiple stakeholders
- A broad societal view: with an emphasis on different Institutional contexts for example, industry branches, regions and countries
- multi level perspective: including individual and the strategic organizational perspective
Three perspectives of the multi dimensional strategic HR model
- A multiactor perspective: multiple stakeholders
- A broad societal view: with an emphasis on different Institutional contexts for example, industry branches, regions and countries
- multi level perspective: including individual and the strategic organizational perspective
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Three perspectives of the multi dimensional strategic HR model
- A multiactor perspective: multiple stakeholders including employees managers, HR professionals, work councils , trade unions, top management, shareholders, etc.
- A broad societal view: with an emphasis on different Institutional contexts for example, industry branches, regions and countries
- multi level perspective: including individual perspective and the strategic organizational perspective
What are Paauwe's four assumptions about human resources?
- Humen resource management is not concerned solely with financial performance
- Human resource management focuses on the exchange relationship between employee and organization
- The shapement of employees takes place in an era of continuous tension between the added value and moral values. In which the added values are 'hard' HRM, financial gain, and moral values are 'soft' HRM, employees feelings.
Assumptions HR model by PAUWE 2004
- Human resources are more than just 'resources
- HRM is not only concerned about the finances
- HRM focuses on the exchange relationship between employees and organizations The employment relationship shaping takes place in an area with tension between
- added values: financial gain, hard HRM
- moral values: notion of employees as human beings with feelings etc. soft HR
Assumptions HR model by PAUWE 2004
- Human resources are more than just 'resources
- HRM is not only concerned about the finances
- HRM focuses on the exchange relationship between employees and organizations The employment relationship shaping takes place in an area with tension between
- added values: financial gain, hard HRM
- moral values: notion of employees as human beings with feelings etc. soft HR
What are the four contracts within the relationship between employee and organization/employer?
2. Financial contract; salary and working hours.
3. Psychological contract; unwritten expectations e.g. Commitment.
4. Sociological contract; social aspects in relations e.g. Bond with colleagues.
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