Corporate strategy and the role of HRM

Résumé du document

Throughout “The Thirty Glorious Ones”, HRM started adapting to strategies. Indeed, this period is defined by a spectacular economic growth in which products are uniform and in which customer's needs are the last preoccupations of companies. Thus, the Taylor-Ford model finds in this particular context tremendous reasons to prosper. Both models have a strict conception of workforce that places it as a key point of the strategy. Moreover, ideas from the human relationships school developed in the 30's by Mayo E. (1933) deeply drove to the managerial re-conception of their human resources management. On the late 50's, new authors insisted on the significance of the working conditions within the enterprise, of independence, working groups and so on… Following Beardwell I., Holden L. & Claydon T. (2004), the change of words from staff to human resources proves the transition from a simple account issue to a real strategic tool.

Extraits

[...] S Strategic Human Resource Management: Linking People with the Strategic Needs of the Business Organizational Dynamics, vol no 18–31. Available on : http://www.erudit.org/revue/ri/2003/v58/n3/007494ar.html#biblio Shore T.H Equity sensitivity theory: do we all want more than we deserve. Journal of managerial psychology. [...]

[...] References Adams J.S Original Equity Theory concept. http://www.businessballs.com/adamsequitytheory.htm Armstrong M. & Baron A Strategic HRM: the key to improved business performances. CIPD publications. Ballot G. Sept 2001. Firm human capital, R&D and performance: A study on French and Swedish firms, (collab. F. Fakhfakh et E. Taymaz), in Labour Economics http://www.uparis2.fr/html/recherche/fiches_individuelles/fiche_ens.php?choi x=15 Beardwell I., Holden L. & Claydon T HRM: A contemporary approach. 4th edition. Prentice Hall publications. [...]

[...] Moreover, ideas from the human relationships school developed in the 30's by Mayo E. (1933) deeply drove to the managerial re-conception of their human resources management. On the late 50's, new authors insisted on the significance of the working conditions within the enterprise, of independence, working groups and so on Following Beardwell I., Holden L. & Claydon T. (2004), the change of words from staff to human resources proves the transition from a simple account issue to a real strategic tool. [...]

[...] RD Irwin Publications. Leopold J., Harris L & Watson T Strategic Human Resourcing: Principles, perspectives and practices. Pitman publications. Mayo E The Human Problems of an Industrialised Civilisation. Macmillan Publications. London. Payne S.L., Wayland R.F Ethical obligation and diverse values assumptions in HRM. Aug 1999. International Journal of Manpower. Vol-20 Issue-5 297 308 Porter M Competitive advantage: creating and sustaining superior performances. Free Press publications. New York. Schuler, R. [...]

[...] The remuneration is lowly attractive due the current difficulties of the company. The formation, completed by communication tends to help the personnel by the elaboration of a mass dismissal. It can have extra training in the case of a change of activity for the personnel left in the firm. Finally, the recovery, which is the step where the company struggle the decreasing profits. This needs flexibility in its organisation and the HRM department has to be the motor in this willing to adapt to the situation. [...]