• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

What is critical human resource management research? Discuss aims, approaches and selected results

Extracts from this document...

Introduction

CANDIDATE NUMBER 0704042 Year: 2 Course Code MN2071 Course Tutor: Dr Axel Haunschild Assignment No.: 1 Degree Title: Management Question No. & Title: 5 What is critical human resource management research? Discuss aims, approaches and selected results. (1750 words) This essay will provide a detailed definition of critical human resource management, by comparing and contrasting it with the generic definition of human resource management and also with strategic human resource management. The essay will also show the aims, approaches and selected results of the implementation of this program. Human resource management can be defined as 'the management of the employment relationship and the indeterminacies in the employment contract' (Legge:2005). Strategic human resource management is about how the employment relationships for all employees can be achieved in such a way as to contribute optimally to the organisation's goal achievement. 'There is confusion over the differentiation between human resource management and strategic human resource management. Some writers see the two terms as synonymous, whilst others consider there to be differences'.(Legge:2005) If strategy is defined as a fundamental set of choices about the ends and means of an organisation, and viability and sustained competitive advantage as the firms primary strategic aims, Boxall and Purcell argue ...read more.

Middle

By analysing the acclaimed benefits of lean production in the form of flexibility, quality with control and team working, the researchers Garrahan and Stewart redefined these as actually causing labour intensification, management with control and peer surveillance. 'Toyota production system (TPS) or its alternative title Lean Production is a management philosophy focusing on reduction of the seven wastes to improve overall customer value by improving transportation, inventory, motion, waiting time, over production, processing itself and defective products. Toyota was able to greatly reduce leadtime and cost using the TPS, while improving quality at the same time. This enabled it to become one of the ten largest companies in the world. The TPS is a classic example of the Kaizen-Japanese for "change for the better" or "improvement", the English translation is "continuous improvement" or "continual improvement.") approach to productivity improvement. Due to this stellar success of the production philosophy many of these methods have been copied by other manufacturing companies'. www.wikipedia.org In relation to critical human resource management, propnenets of lean production or TPS argue that 'the cognitive inputs of shop floor employees and reverse the Tayloristic separartion of conception and execution, so that 'work smarter, not harder' with incresead autonomy and empowerment'.(Legge 2005) ...read more.

Conclusion

The selected results of critical HRM can be seen as more of a pseudo empowerment based on attitudinal shaping, rather than actually encouraging and implementing the opinions of workers by management. The advent of Japanese management systems has, however highlighted the impact of this approach on the employment relationship. Whether sustainable or not in the west, the Japanese large firms emphasis on developing individual employees along particular job paths while undertaking to provide continuous employment throughout the normal working life of the individual has at least provided a model in which the employer seeks to maximize employment opportunities. The above has been a concise analysis of critical human resources. As a critique of strategic human resources, 'if the introduction of best practice HR could meet the goals of all stakeholders within the business equally, the implementation of such practices would not be problematic. However, it is unlikely that would be the case, particularly within a short termist driven economy, where the majority of organizations are looking primarily to increase return on share holder value.'(Haunschild:2005) However, if the employees interests are compromised in the process how can these be termed best practices. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Human Resource Planning.

    Self-evaluation is cost effective. It avoids the wasteful expense and time of having external evaluators. Self-evaluation enables individuals to develop a much clearer picture of exactly what it is they are doing which makes work definition much better.

  2. how HRM orperate within any oraganisation

    4.6.11 Skills analysis The organisation has to make sure they employ the right type of employees with the right type of skills. To do this they need to assess their present skills and future skills, which will be needed in the future.

  1. This report is based on functions of the Human Resource department at HSBC Bank. ...

    HSBC select a panel of three people from the human resources department, this way there will be a wider view and they can all examine the candidates to find the right employee. When the human resources department of HSBC carries out interviews they consider many things.

  2. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    * Sainsbury's can control staff costs and number employed far more effectively. * Employers can build up a skill profile for each of their employees. Workforce Planning Workforce planning entitles forecasting future human resource requirements and translating those requirements into actual needs in terms of numbers of employees.

  1. This essay will discuss the theoretical issues related to human resource management strategies, human ...

    globalisation organisations are able to move their productions to different countries which have lower labour and infrastructure costs (Human Resource Management Study Book). Technological Development. Technological development has changed HRP drastically, especially in recent years. Technology has increased so far and so fast in just a few years that organisations

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    The first own-branded products began appearing on UK store shelves in the late 19th century. Since then, own-brand, or private-label, products have grown to become one of the strongest areas within the retail industry. For many years, own-brand products were viewed as inferior, cheaper alternatives to the branded lines available in shops and supermarkets nationwide.

  1. Managing Human Resources in Marks & Spencer.

    Supply side If Marks and Spencer is to work out the supply of labour available the company must examine the numbers of people available to work how long they can work for, their ability to do the required jobs, their productivity (output per head)

  2. Human Resource Planning.

    Recruitment And Selection The first stage of recruitment is to conduct a detailed analysis of the job, which may involve questioning the current jobholder or observing the jobholder at work. The information gathered is carefully recorded and analysed. Further information might be obtained through discussions with the jobholder's manager of supervisor.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work