Organizational HRM
This part of Human Resource Management in a Business Context by Alan Price examines HRM within the organization. Human resource practices are enabled and constrained by a variety of organizational factors, including organizational size, structure, culture and employee commitment.
The chapters in Part 3 address a number of specific issues:
- What are the different structures found within organizations and what effect do they have on human resource management practices?
- Are there any significant differences between people management practices in small and large organizations?
- What are entrepreneurs like as people managers?
- How do organizations grow and what are the implications on HRM?
- How do national business cultures impact on international HRM?
- What is the relationship between corporate culture and human resource management?
- What is employee commitment and how is it achieved?
- Is employee branding a road to commitment or a method of brainwashing employees?
- How do we manage professionals without losing their trust and commitment?
For a background on organization theory see the following pages of notes on the HRMGuide.co.uk site:
- tracing the
psychological, sociological, economic and systems influences on the topic.
- how Max Weber saw bureaucracy as the most efficient form of organization.
- Henri Fayol's rational interpretation of organization management.
- Chris Argyris' summary of criticisms.
