History Of HRM

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Human Resource Management

“Human resource management is a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations” (Armstrong, 2009 p.4)

The history of Human Resource Management (HRM) stretches back as far as somewhere around the late nineteenth century and early twentieth century. Fredrick Winslow Taylor introduced his theory on scientific management (Taylorism); the basis was to find ways for organisations to improve, without any regards to workers needs. Elton Mayo initiated the behavioural science movement through his Hawthorne studies, longitude scientific experiments in order to find alternative to scientific management, later the movement was later lead by Maslow,
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(Boxall and Purcell, 2008)

Strategic HRM (SHRM)

The Strategic HRM approach is about the integration of HR policies and practises that through the HR strategies lead people to achieve the goals of the organisations. The aim is to ‘generate organisational capability’ through resources (skilled and committed people) it needs to maintain or achieve competitive advantage. (Armstrong 2008, p.29)

There are three perspectives that together link the organisations strategy, culture and HRM together. The “universalistic” perspective, the best of HR practises and company strategy are equally important for success. The “contingency” perspective, the organisations strategy is followed by HRM policies in order to achieve high performance. And the “configurational” perspective, argues for both horizontal and vertical fit. Meaning the internal consistency of HR policies and the congruence of the HR system with the organisations strategy. (Budhwar & Aryee 2008 p.2)

Organisational Strategy

“The strategic change in Yahoo! requires a marathon and not a sprint” (Brad Garlinghouse, former Senior Vice President at Yahoo
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The complexity in organisational culture can only be defined by understanding the people and the practises, and through this choose if the culture fits the strategy and how to best manage the people in order to achieve the aims and visions desired. Most organisations differ from each other and sometimes, depending on the magnitude of the operation; there could be different cultures in different parts of the same organisation. However, there is one expression that is repeatedly used when discussing the subject, it states, “The way we do things around
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