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HR T6 (Rynes (2002) (Reasons for research-practice gaps (Technical…

- - - - Interdepencendce between HR Professionals, Line Managers, and Targeted Employees
    - - traditionally
        
        social criteria (fairness)
        
        employee reactions (job satisfaction)
        
        technical criteria
      - modern criteria
        
        Views of Stakeholders, customers, investors, managers and other organisations (all parties described in the model)
  - - - ersonal responsibility, independence, and empowerment of employees
    - - – employee skills, incentives and participation
    - - determining what jobs a company needs done, designing the jobs, identifying and attracting the type of employee needed to fill the job, and then evaluating employee performance and compensating them appropriately so that they stay with the company
  - - - Resource-based view
        
        need for resources is the primary determinant of management policies and procedures. There is need to retain and acquisition of scarce, irreplaceable, valuable resources (like Workforce, and guess who is doing this job? Yas, the HR!)
      - Behavioral Perspective
        
        HRM as behavioral promoter (both approaches are pretty much the same, just 4 task model has additional identification part)
        
        4-Task Model
        
        primary functions of HRM are
        
        Ensuring employees are competent to do their jobs
        
        Motivating employees to engage in needed behaviors
        
        Identifying behaviors needed from employees
        
        providing opportunities to perform successfully both now and in the future
        
        Ability-Motivation-Opportunity model
      - Human Capital Theory = investing in peoples KSAO's to improve chances of a career, job etc.
        
        serve on organisational level = invest in peeps to enlarge organisational capabilities
- - - - This is a theory postulated in economics to explain behavior of individuals based on the premise people can consistently rank order their choices depending upon their preferences. Each individual will show different preferences, which appear to be hard-wired within each individual. We can thus state that individuals’ preferences are intrinsic. Any theory, which proposes to capture preferences, is, by necessity, abstraction based on certain assumptions. Utility theory is a positive theory that seeks to explain the individuals’ observed behavior and choices.
      - Utility theory rests upon the idea that people behave as if they make decisions by assigning imaginary utility values to the original monetary values. The decision maker sees different levels of monetary values, translates these values into different, hypothetical terms (“utils”), processes the decision in utility terms (not in wealth terms), and translates the result back to monetary terms. So while we observe inputs to and results of the decision in monetary terms, the decision itself is made in utility terms. And given that utility denotes levels of satisfaction, individuals behave as if they maximize the utility, not the level of observed dollar amounts.
      - read about st.Petersburg paradox if you want more information
  - - - ability to bridge and manage vertical boundaries and areas of interdependence
      - Ability to develop appropriate strategic responses
      - Ability to scan and sense changes in the outside environment
      - systems view of employment process
        
        different strategies and practices are used for different jobs
        
        the various phases in the process are highly interdependent through feedback loops (f.e. job analysis and performance management)
      - SYSTEMS MODEL OF EMPLOYMENT (CHECK)
        
        additional
        
        Strategies for initial screening
        
        sett minimal acceptable standards = provides positive perceptions (f.e. if disabled person cak bake a good quality cake in reasonable time(fulfills the standard), hire them)
        
        Set high demanding qualifications to separate the wheat from the chaff
        
        erroneous rejection is as harmful as erroneous acceptance
    - - closed-system approach = focus on internal processess and ignorance of the outside environment (criticism = unresponsiveness to market demands)
      - open-system approach = dynamic interaction between environments providing continuous influx of inputs, where are transformed in the system into outputs, and send back to the environment, including clients/customers
        
        seeing wholeness
        
        systems and subsystems = hierarchy
- - - - opposite of critical thinking = imitation (copycat practices from other companies, instead of trying to understand and applying research by oneself)
      - 5 Most well known Mistakes of HR practitioners (ALL FALSE)
        
        combining valid tests with managerial judgment increases decision outcome
        
        Incompetent people benefit more from feedback than competent (incompetent people have harder time understand the feedback than competent)
        
        Task conflict improves work group performance while relational conflict harms it (both are harmful)
        
        Being intelligent is a disadvantage for performing low skill jobs (IQ is predictor of performance no matter the job)
        
        Integrity tests do not work because people lie on them (lololololololo)
    - - Systematic gathering of organisational data to better act and evaluate
      - Practitioner judgment accompanied by bias-reducing processes and frameworks to improve learning and decision-making
      - Use of the best scientific evidence from peer-reviewed sources
      - Ethical considerations weighting short/long term impacts of decisions on stakeholders and society
    - - GOOD
        
        longitudinal with control groups
      - BAD
        
        cross-sectional and case studies
    - - make your decisions explicit (explainable)
      - Make your decisions based on scientific literature
        
        how to find info on specific decision?
        
        Find answerable question that is both contextual and specific (Do team building exercises improve product quality in manufacturing?)
        
        Search for evidence
        
        look for people with pointer knowledge (look for directions)
        
        look through databases yourself
      - develop questioning mindset
      - Critically appraise the evidence
      - Integrate evidence with your own expertese, contexts and stakeholders concerns