HUMAN RESOURCE MANAGEMENT PRACTICE - Fichier PDF

24 ❚ Managing peopleThe messages from research, especially that carried out by Purcell et al (2003), are thatHR can make an impact by leading or contributing to:●●●●●●the development and successful implementation of high performance work practices,particularly those concerned with job and work design, flexible working,resourcing (recruitment and selection and talent management), employee development(increasing skills and extending the skills base), reward, and givingemployees a voice;the formulation and embedding of a clear vision and set of values (the big idea);the development of a positive psychological contract and means of increasing themotivation and commitment of employees;the formulation and implementation of policies which, in the words of Purcell et al(2003) meet the needs of individuals and ‘create a great place to work’;the provision of support and advice to line managers on their role in implementingHR policies and practices;the effective management of change.HRM IN CONTEXTHRM processes take place within the context of the internal and external environmentof the organization. They will be largely contingent on the environmentalfactors that affect them.Contingency theoryContingency theory tells us that definitions of aims, policies and strategies, lists ofactivities, and analyses of the role of the HR department are valid only if they arerelated to the circumstances of the organization. Descriptions in books such as thiscan only be generalizations that suggest approaches and provide guidelines foraction; they cannot be prescriptive in the sense of laying down what should be done.Contingency theory is essentially about the need to achieve fit between what theorganization is and wants to become (its strategy, culture, goals, technology, thepeople it employs and its external environment) and what the organization does(how it is structured, and the processes, procedures and practices it puts into effect).Contextual factorsThere are three main contextual factors that influence HR policies and practices.