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HRM (SHRM (strategic fit Wright and Snel,1998 Coming strategies Delery and…

- - - - Best fit #
        
        external orientated, matches HRM with business strategy. vertical fit
    - - Best practise
        
        HPWS
        
        HRM practises are relatively unaffected by environment
    - - bundling #
        
        Matches internal with external, combines bundles of HRM approaches. Horizontal fit
- - - - managing employee attitudes and behaviours
        
        Managing employee relationships #
        
        Employment contract
        
        Psychological contract
        
        Transactional
        
        relational
        
        Engagement engagement can only be created by applying a commitment strategy #
        
        IES model
        
        Organizational citizenship behaviour
        
        Motivation
        
        Commitment
        
        Intellectual engagement
        
        affective engagement
        
        social engagement
        
        Company culture
        
        Managing performance
        
        identify performance variables
        
        2 develop measuring standards
        
        3 evaluate performance
        
        4 provide feedback
        
        1 more item...
        
        Absolute
        
        individual
        
        3 more items...
        
        measuring by results/ performance
        
        1 more item...
        
        For administrative purpose
        
        Developmental purpose
        
        Not appraisal but management, Aguinis 2011
        
        In order to have maximum performance, employees need to do have feel, have, and feel in order to do optimally wright, 2008
      - Managing employee competncies
        
        Recruiting
        
        Internal
        
        external
        
        Selection
        
        initial screening
        
        final screening
        
        Compensatory approach
        
        multiple-hurdle approach
        
        multiple-cutoff approach
        
        Reference checks, background check
        
        Assessment Center
        
        Person-job or person-organisation
        
        person environment match
        
        supplementary fit
        
        complementary fit
        
        Learning strategic HRM is fulfilling the needs of the business, now and the future, this can be done by training or sourcing
        
        Training
        
        Types of training
        
        Compliance
        
        knowledge
        
        skills
        
        behavioural
        
        developing
      - Work design & workforce planning
        
        HRM architecture
        
        Make or buy decision
        
        internal employment Training increases uniqueness of employee and strategical advantage
        
        Core employees #
        
        Job based employees
        
        External employment
        
        Alliance
        
        Contract workers #
        
        SHRM
        
        The HR strategy needs to form he business strategy, consumer orientated when costumer service orientated company