2017 Cengage Learning Australia Pty Limited 01-1

© 2017 Cengage Learning Australia Pty Limited 01-1 Chapter 1 Evolution of human resource management

(Human Resource Management Strategy and Practice, 9th Australian Edition 9e Alan Nankervis, Marian Baird, Jane Coffey, John Shields ) Instructor Manual, For Complete File, Download link at the end of this File) 1 / 3

Chapter 1: Evolution of human resource management Instructor manual

© 2017 Cengage Learning Australia Pty Limited 01-2 Learning objectives

After reading this chapter, you will be able to:

• define the purposes and scope of human resource management (HRM) in

Australia

• trace the development of HRM in Australia (and the Asia Pacific region), including

its influences, issues and theories

• explain the concept of strategic human resource management (SHRM)
• understand the relationship between SHRM, business strategies and HRM

functions

• discuss the links between SHRM and organisational strategy, structure, culture

and policy

• describe the principal roles, functions and outcomes of Australian HRM

professionals

• define the professional and ethical principles which guide HRM.

Summary HRM is a complex and rapidly changing field of practice in industry. Despite its comparatively recent origins, and drawing upon both overseas and local influences, HRM is a critical factor in the success of all organisations.Beginning in the 1940s as a series of functions, often neither integrated nor based upon solid conceptual foundations, modern SHRM is a dynamic specialisation in the process of refining its philosophies, practices and overall contributions to organisational effectiveness. In response to external influences, including economic, demographic, legislative and social changes, as well as its own history, HRM is adopting a strategic approach to the management of human resources for corporate benefit. As with other professions, HRM confronts a number of difficult issues and dilemmas concerning ethics, roles, practices and the nature of its professional association. Further development of SHRM will eventually resolve these issues in creative and effective ways.Key terms employment relationship, p. 12 globalisation, p. 3 ‘hard’ HRM, p. 17 HRM community, p. 37 HRM ethics, p. 40 2 / 3

Chapter 1: Evolution of human resource management Instructor manual

© 2017 Cengage Learning Australia Pty Limited 01-3 human resource management (HRM), p. 3 legal contract, p. 12 pluralist, p. 16 psychological contract, p. 12 resource-based model, p. 22 social contract, p. 12 ‘soft’ HRM, p. 17 strategic human resource management (SHRM), p. 6 unitarist, p. 16 Chapter outline Introduction The authors begin this chapter with a discussion about the importance of HRM for business. The chapter then provides a historical overview of the development of SHRM in Australia, demonstrating the parallel development of HRM in the United Kingdom and the United States. At this point, it is important to emphasise to students that the discipline of SHRM is still in a state of evolution.With the history and the foundation of HRM established, the authors also introduce a number of theoretical concepts and models that have been established to describe and explain SHRM, such as the Harvard model, unitarist/pluralist approaches and ‘hard/soft’ HRM.The chapter concludes with the relationship between organisational structure and culture and SHRM policy. Finally, it presents an examination of the roles and functions of HRM and the professional competencies and ethics required of HRM professionals along with a presentation of their own SHRM model.Student activity The introduction of the chapter suggests that developments in business operations and technology, as well as political, economic and social changes, have begun to transform the nature of jobs and workplaces. To help the participants realise the human resource impact of strategic business decisions, the following discussion topics and activities are offered.Discussion topics Either working in groups or individually, ask participants to think about and discuss the following topics.

1.Ask students to consider and identify the technological developments and workplace changes that have occurred in a specific industry over the past 10–15 years, for instance, banking and finance, education or retail.

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