Summary: Internationalization Of Human Resource Management. | Schuler

Read the summary and the most important questions on Internationalization of human resource management. | Schuler

• 1 Abstract and introduction

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• Which four general studies of managing HRM are there? (Schuler)

  1 Comparative HRM (global)
  2 IHRM (global)
  3 SHRM (within an org.)
  4 HRM (within an org.)
  

• 2 Human Resource Management

• HRM is the basis for (comparative HRM, IHRM and SHRM). What does it includes? (Schuler) 2

  1 The people managing activities, policies and practices that firms can use to compete effectively now
  2 The many changing forces (new competitors/technology etc.) that organizations need to understand and respond to ensure they are positioned to compete effectively.
  

• What does HRM involves (Beer/Ferris)?

  All management decisions and actions that affect the nature of the relationship between the organization and employees its human resources)
  

• 3 Personnel management

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• During the shift from personnel management to HRM, there where many changes in the way things where done. Explain them (Ferris).

  There were 9 shifts, see the image.
  

• 4 Multiple stakeholder perspective

• Organizations faced with increased social pressure to behave in a socially, responsible manner. What has did to do with the stakeholder perspective and HRM? (Ferris, 4 points)

  1 The organization as a whole can be viewed as a stakeholder of HRM.
  2 The employees are on of the most important stakeholders in the organization
  3 Investors are viewed as one of the most important stakeholders
  4 Society, in genral, is viewed as being a stakeholder as well.
  

• 5 Theoretical frameworks of HRM

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• 1 Explain the theoritical framework: Resource dependence theory

  This stems from the relatioship between an organization and it constituencies (kiesdestricten?). The resources are primary the determination of policies and procedures. Organizations are seen as being able to succeed by gaining and retaining control overscarce valuable resources, such as HR. HRM activities reflect distribution of power.
  

• 2 Explain the theoritical framework: competitive advantage theory/resource based view.

  Competitive advantage theory dictates that a competitive advantage exist if the resource is VRIN (valuable, rare, inimitable, non-substitutable). Competitive advantage can be sustained through continued training, support of org. culture, selection processes and other traditional HR practices.
  

• 3 Explain the theoritical framework: Institutionalism theory?

  It suggests that organizations operate in a manner consistent with the rationalized myths that will garner them legitimacy in their external environment. This environment is made up of a broad variety of stakeholders. It creates survival and constraints (beperkingen) on org. actions.
  

• 4 Explain the theoritical framework: Agency theory?

  It is perhaps one of the most related theories to HRpractices. From the legal perspective: an agency relationship exists between an employer and an employee (principal and agent). They have different goals. Monitoring employee behavior is difficult.
  

• 5 Explain the theoritical framework: general systems theory?

  It views systems as made up of complex independent parts. Inputs to this open system come from the environment. Using an open system model, HRM is studied as a subsystem within the organization. Systems are complex (open vs closed). It is about input, throughput (behavior) and output (satisfaction and performance).