Human Resource Management A Contemporary Approach 6th Edition Julie Beardwell, Tim Claydon - Solutions

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To review models of the HR function.
What are the main similarities and differences between the approaches to people management adopted at organisations A and B?
What factors might account for these differences?
What is the likely impact of the chosen approach on business performance?
To indicate the significance of the business context in developing an understanding of the meaning and application of SHRM.
To analyse the relationship between strategic management and SHRM.
To examine the different approaches to SHRM including:– the best-fit approach to SHRM;– the configurational approach to SHRM;– the resource based view of SHRM– the best-practice approach to SHRM.
To evaluate the relationship between SHRM and organisational performance.
To present a number of activities and case studies that will facilitate the reader’s understanding of the nature and complexity of the SHRM debate, and enable the reader to apply their knowledge and understanding.
To indicate the significance of context for the understanding of HRM.
To discuss ways of conceptualising and representing the nature of context generally and this context in particular.
To look at the nature of the immediate context of HRM: the problematical nature of organisations and the need for management.
To indicate the nature of the wider context of HRM and illustrate this through selected examples.
To examine how our ways of interpreting and defining reality for ourselves and for others construct and influence the way we understand and practise HRM.
To suggest the implications for the readers of this book.
To present a number of activities and a case study that will facilitate readers’understanding of the context of HRM.
Why do you think that the HR function failed to rise to the ‘Ulrich challenge’?
Why does the HR function struggle to justify its contribution when finance and marketing functions do not?
Do contextual factors increase or decrease the need for a specialist HR function?
What effect are the different models of HRM discussed in this part of the book likely to have on the HR delivery?
To define recruitment and selection.
To examine the external and internal contextual factors that can influence recruitment and selection practices.
To identify key stages in the systematic approach to recruitment and selection.
To explore trends in the use of recruitment and selection methods.
To evaluate the effectiveness of different recruitment and selection practices.
What factors should be taken into account to determine the most appropriate recruitment methods and how can effectiveness be measured?
To what extent can improving the structure of interviews increase their validity and reliability as a selection tool?
To highlight the learning and development demanded by the significant changes taking place in organisations.
To note the characteristics of different types of learners.
To indicate the outcomes of learning.
To outline the process of learning.
To discuss the concept of development.
To note various kinds of development.
To discuss the implications of learning and development for human resource managers.
To consider the context of learning and development within and beyond the organisation.
To examine how learning and development can be facilitated and designed within organisations.
To pose some controversial issues for reflection and discussion.
To offer some activities that encourage readers to review their own learning and development.
What are the contextual changes impacting on Hillier Nurseries?
What responses is the company making?
What new demands are those responses placing on the owners, managers, and staff of the company ?
What are the learning and development needs in the company now?
How could those needs be met?
How would you see your future if you were a young person who had recently joined the company? What would you do to ensure that it was bright?
How would you see your future if you were a middle-aged, established member of the staff of Hillier Nurseries? What would you do to ensure that it was bright?
Although GE is a very different kind of company from Hillier Nurseries (because of the industry, size, country etc.), what are the similarities between them in terms of their need for learning and development?
What could Hillier Nurseries learn, and adapt, from GE?
To examine the strategic nature of HRD and its relationship to the organisational and UK national context.
To outline and explain the development of HRD plans and the link to the organisational and national context.
To examine the national framework for workforce development in the UK.
To examine systems of national vocational education in Europe.
To examine the implications of these European comparisons for the UK.
To identify future issues for HRD.
Human Capital Reporting is now required by law in Operating and Financial Reviews for Companies. To what extent is the evaluation of HRD interventions truly possible? How can businesses demonstrate the contribution to the ‘bottom line’?
What strategy would you recommend Wealden District Council to follow in order to achieve its aims?
How do you think this training programme contributed to improving employee attitudes towards the company?
What aspects of a ‘blended learning’ approach can you identify at Fox’s Biscuits?
In what ways has the HRD strategy of Fox’s Biscuits paid off for all its stakeholders?
Could Fox’s Biscuits be called a learning organisation?
What are the current challenges for Hong Kong’s economy?
What does it tell us about its role and position in the global economy?
What role do culture and institutions play in understanding the Indian business system?
In what ways have the historical evolution of the Indian economy and globalisation influenced its business environment?
Do Indian MNCs enjoy some advantages arising from their context? What implications does it have for human resources?
Are they similar across the country or show differences?
Is the inflow of FDI and MNCs influencing labour laws and trade unions?
Does the relative power of employees, based on their skill level, have any implication on their rewards and remuneration?
Why does India need to upgrade its skill level?
What do you think are the future prospects for India?
Reflecting on the whole section, what advantages does India have in weathering the economic crisis?
To what extent would you agree with the contention that existing models of HRM fail to recognise cultural differences, and that this is a weakness given the rapid rate of globalisation?
Outline the similarities and differences in terms of the approaches to the management of people in India and China.
Produce a plan that focuses on meeting training and development needs. This should include the following details: timescale, resourcing requirements and staffing needs.
What systems should be put in place to ensure that individual training needs are met?
Identify the critical success factors and barriers that would be related to each of these activities.
What is the business case for global integration by a multinational? Explain.
What issues does global integration by multinationals raise in terms of the wider environment and social consequences for local economies?
How do heterarchic structures differ to hierarchical-based structures?
How might an HR manager support learning and knowledge flows in heterarchial structures?
How might the company move toward more network-based relations across the international HR community?
How might the relational context of these networks be advanced?
What are the costs associated with building social capital in firms?
What are the advantages and disadvantages to a firm in attempting to pursue a uniform system of performance management across its international operations?
Explain what is meant by the terms integration and responsiveness in the context of MNCs. What effect can these have on how the MNC is structured, the nature of the parent–subsidiary control relationship and the flow of knowledge across the MNC?
Explain why HR knowledge is difficult to transfer across an MNC.
How and why are the extent and direction of HR policy transfer likely to differ between multi-domestic, international, global and transnational companies?
Examine the nature of HR policies in the UK subsidiaries of US and/or Japanese MNCs.What evidence is there of a ‘country of origin’ effect?
To what extent, and how, do you believe that British patterns of HRM have been affected by reports of the activities of foreign-owned MNCs in the UK?
Go back to the description of Mitsubishi at the beginning of this section of the chapter.How do you think Mitsubishi’s keiretsu group helps it to avoid dismissing workers?
Why are lifetime employment and seniority wages less common in small firms than in the large corporations?
In what ways might de-skilling and management control systems manifest themselves?For example, what role might information and communication technologies have in aiding management control and employee surveillance in lower road approaches to HR?
Consider your workplace – is it an American-owned firm? If it is, you should be able to identify examples of direct, technical and bureaucratic control systems.Even if your workplace is not American-owned it is likely to have direct, technical and bureaucratic control systems.In addition, it
How does the ability to treat labour as a disposable commodity shape US companies’competitive strategies?
In the light of this why might some US companies decide to treat labour as a valued resource instead?
After reading the material on the American business system and the German business system are you able to suggest why the German business system might be able to develop a more enlightened approach to shareholder value than that found in the UK or the USA?
What role might the German employment relations model have in hindering or encouraging this development?
Why might German employers be wary of abandoning the German model of employment relations?
What are the main dominance effects operating on the German and Japanese employment systems? What societal effects might limit the Americanisation of the German and Japanese employment systems?
Explain the terms ‘social partnership’, ‘welfare corporatism’ and ‘managerial capitalism’.What is their significance for the regulation of the employment relationship?
How have the German, Japanese and American employment systems shaped the ways in which these countries compete in international markets?

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Human Resource Management A Contemporary Approach 6th Edition Julie Beardwell, Tim Claydon - Solutions

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