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HRM affect all managers because it is a part of the business
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Student Name: ___Haakon

Lodding________________

Student Number:

_______z3440368____________

MGMT1001 s1 2013 – ‘Spot Collection’

Bring to tutorials week beginning 20 May 2013

Topic 10: Human Resource Management

Textbook question: answer Question 1 in the ‘Thinking critically about management issues

section’ on page 259.

HRM affect all managers because it is a part of the business. HRM can lead to comparative

advantage, it is a part of organisational strategies and how you treat employees. Treating

employees in a good way is shown to give a significant positive impact on an organisation’s

performance.

HRM can also identify competent employees and reveal which employees that are not

performing well. It can also give updated skills and knowledge as well as develop competent

and high-performing employees.

HRM is also very important for sustainability. HRM is important in the way of taking care of

the employees and therefore taking care of the resources and knowledge the employees

possess. Because of this the HRM department in a company has to be compatible with the

competitive firms so they don’t lose the employees to their competitors. The HRM

departments in firms are generally increasing and firms have to do investments in the HRM

to be an employer people want to work for.

Textbook question: answer Question 2 in the ‘Thinking critically about management issues

section’ on page 259.

Yes. A prospective employer should not delve into personal sides of an applicant if the

information is not relevant for how good the applicant can do the job or fit in to the work

environment. An example is to ask an applicant for an office job about how many sex-

partners the person has had. This is obviously irrelevant and will be inappropriate to ask for.

Here you have clearly broken a moral limit.

Drawing upon Schuler & Jackson (1987), summarise 1 of the 3 different competitive

strategies and describe the implications of that strategy for HRM.

Innovation strategy

Suits for jobs with

-

close interaction

-

long-time projects

-

that allows developing of skills,

-

compensation systems based on internal equity

-

Allow employees to buy shares and decide how they want to earn money. If it’s from

salaries, bonus or stocks

-

Give broad career opportunities.

Strategy for the HRM must be to have an open-minded organisation where people are

allowed to be creative and grow with their tasks. Cooperation and interaction should also be

important values. HRM must have a long-term orientation and encourage people to stay for

a long time. Sustainability is important in an innovation strategy because they rely on people

to develop. If people leave the firm, the firm will not be able to take advantage of the skills

 

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the employees have developed.

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