Human Resource Management: A Transformative Approach

Name: Human Resource Management: A Transformative Approach
Brand: Nova Science Publishers Inc
Price: 284.99 EUR
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Caldwell Cam(Editor)

Nova Science Publishers Inc

Published on 2. January 2019

335 pages

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978-1-5361-4719-3 (ISBN)

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Content

Intro
Contents
Preface
Chapter 1
Introduction and Overview: A Transformative Approach
Problems of the Modern Corporation
Redefining the Employment Relationship
Focus on "Upper End" Profits
Hiring of Contingent Employees
Short-Term Economic Focus
Robbing "Skunk Works"
Mishandling Expansion
Compromised Ethics
Tolerating Mediocrity
Overlooking the Importance of Service
Reluctance to Risk
A Transformative Approach and HRM
Summary of the Chapters
Chapter Two Transforming a Discipline - The Evolution of Human Resource Management
Chapter Three: A Transformative Philosophy - Insights to Excellence
Chapter Four: Transformative Ethics and Human Resource Management
Chapter Five: Developing Competencies in Human Resources - The Personal Transformation
Chapter Six: Transformative Leadership and the Role of Human Resources
Chapter Seven: Transforming People - Creating a Culture of Change
Chapter Eight: Transforming Change - Internal Integration and the HRM Role
Chapter Nine: Human Resource Management and the External Role
Chapter Ten: International Human Resources - Changing the Paradigm
Chapter Eleven: Tomorrow's Human Resources - Transforming the Future
Chapter Twelve: Transforming Your Life - Your Moral Duty
Conclusion
References
Chapter 2
Transforming a Discipline: The Evolution of Human Resource Management
The Evolving of HRM
Era of Formalized Management
Underlying HRM Value
A Scientific Management Approach
Underlying HRM Value
The Enlightened Perspective
Underlying HRM Value
The Hawthorne Era
Underlying HRM Value
The Human Relations Era
Underlying HRM Value
The Psychological Assessment Era
Underlying HRM Value
The Human Motivation Era
Underlying HRM Value
The Performance Measurement Era
Underlying HRM Value
The Downsizing Era
Underlying HRM Value
The Strategic Management Era
Underlying HRM Value
The Transformative Era
Underlying HRM Value
Six Realities for HRPs
1. HRPs Will Be Asked to Contribute - But Will Have Little Formal Power
2. HRPs Are Expected to Be Experts - Virtually About Everything
3. In a Constantly Changing World, The Learning Requirement Will Never Stop
4. Many of the Issues to Face Will Demand a Subjective Response
5. Many Variables Will be Beyond Your Control - So Accept That Context Now
6. For Many Issues There Will be No "Right Answers" -- Sorry about That!
Nine Critical Skills
1. The Skill to Listen
2. The Empathy to Care
3. The Ability to Say, "No."
4. The Curiosity to Question
5. The Charity to Forgive
6. The Humility to Appreciate
7. The Vision to Foresee
8. The Capacity to Research
9. The Sense of Humor to Laugh
Conclusion
References
Chapter 3
A Transformative Philosophy: Insights to Excellence
The Transformative Approach
Transformative Philosophy
Transformative Philosophy and the Theory of Reasoned Action
Six Components of a Transformative Philosophy
1. Purpose
2. Principles
3. Practices
4. People
5. Perspective
6. Priorities
Adopting a Transformative Philosophy
1. Formally Examine Your Own Underlying Beliefs
2. Research Evolving Literature about Successful Organizations
3. Evaluate Your Values and Assumptions
4. Define How You Want to be Treated
5. Formalize Your Mission Statement
6. Examine the Consequences of Your Behaviors
7. Assess the Commitment and Trust of Others
8. Consider the Covenantal Duties Leaders Owe
9. Update Your Own Philosophy
10. Recommit Yourself to a Higher Standard
Conclusion
References
Chapter 4
Transformative Ethics and Human Resource Management
Ethics, Morality, and Human Resources
Transformative Ethics and Human Resource Management
1. Ethic of Care
Honoring this Ethic
Failing to Honor
2. Ethic of Self-Actualization
Honoring the Ethic
Failing to Honor
3. Ethic of Contributing Liberty
Honoring this Ethic
Failing to Honor
4. Ethic of Distributive Justice
Honoring the Ethic
Failing to Honor
5. Ethic of Economic Efficiency
Honoring this Ethic
Failing to Honor
6. Ethic of Universal Rights
Honoring the Ethic
Failing to Honor
7. Ethic of Universal Rules
Honoring the Ethic
Failing to Honor
8. Utilitarian Ethics
Honoring this Ethic
Failing to Honor
9. Ethic of Government Regulations
Honoring this Ethic
Failing to Honor
10. Ethics of Religious Injunction
Honoring this Ethic
Failing to Honor
11. Virtue Ethics
Honoring this Ethic
Failing to Honor
12. Ethic of Self-Interest
Honoring this Ethic
Failing to Honor
Applying Transformative Ethics
1. Examine Your Own Ethical Assumptions
2. Acknowledge the Reality of Conflicting Expectations
3. Identify Possible Ethical Breaches
4. Incorporate the TE Framework
5. Commit to a Revised Ethical Standard
6. Constantly Reassess Systems and Behaviors
The Challenge
References
Chapter 5
Developing Competencies in Human Resources: The Personal Transformation
Management Functions and Competencies
Ability to Plan
Skill in Organizing
Directing Effectively
Subtle Control
Constant Monitoring
Operative Functions and Competencies
Recruitment
Selection
Performance Assessment
Training
Employee Relations
Internal Consulting
Safety Administration
Reporting
Acquiring These Competencies
The Challenge
References
Chapter 6
Transformative Leadership and the Role of Human Resources
Six Strategic Roles of Human Resources
1. Create and Sustain an Organizational Culture
2. Demonstrate Excellence Performing Technical Tasks
3. Function as Consulting Business Partners
4. Empower Employees and Represent their Interests
5. Support Constant Learning and Continuous Improvement
6. Monitor the Climate and Support Continuous Change
The Nature of Transformative Leadership
Level 5 Leadership's Humility and Fierce Resolve
Covenantal Leaders' Commitment to the Truth
Servant Leaders' Caring for Others
Principle-Centered Leadership's Emphasis on Virtues
Charismatic Leadership's Personal Connection
Transformational Leadership's Commitment to Change
Transformative Leadership's Integration of Obligations
Ten HRM Contributions of Transformative Leadership
1. Emphasizes the Importance of Ethics and Trust
2. Confirms the Importance of Leader Humility
3. Affirms the Significance of Win-Win
4. Values Service Over Self-Interest
5. Rewards Constant Learning
6. Sustains a Noble Purpose
7. Founded on Universal Principles
8. Seeks Facts and Truth
9. Empowers and Engages
10. Embraces Ethical Stewardship
The Transformative Leadership Challenge
References
Chapter 7
Transforming People: Creating a Culture of Change
Organizational Culture and the HRP
Culture, Human Resources, and Transforming People
Eight Significant HRP Responsibilities
1. Identifying Changes in Strategic Direction
2. Researching Critical Factors to Support Change
3. Responding to Structural/Recruiting Priorities
4. Consulting with Departments and Teams
5. Conducting Essential Organization Training and Development
6. Advising and Monitoring the Change Process
7. Tracking and Reporting Key Indicators
8. Creating Systems that Reinforce the Transition
Obstacles to Transforming People
1. Defining the Wrong Purpose
2. Identifying the Wrong Job Requirements
3. Hiring the Wrong People
4. Ignoring True Principles
5. Failing to Explain Decisions
6. Undercommunicating Key Information
7. Overlooking Critical Employees
8. Thinking Short-term
9. Underinvesting in Employee Training
10. Treating Everyone the Same
11. Forgetting to Thank
12. Breaking Important Promises
The Challenge
References
Chapter 8
Transforming Change: Internal Integration and the HRM Role
Human Resources and its Evolving Role
HRPs as Advocates of Change
HRPs as Champions of Change
HRPs as Facilitators of Change
Supporting Organization Transformation
1. Clarifying the Problems
2. Reporting Unexpected Surprises
3. Involving Employees Throughout
4. Delivering Training about Change
5. Researching Alternatives
6. Identifying Root Causes
7. Aligning HRM Practices
8. Celebrating Small Wins
9. Reinforcing Culture Changes
10. Follow Up with Managers
Reframing the HRM Role
1. Reexamine the Role of Strategic HRM
2. Update Your Assumptions about the Value of Trust
3. Rethink the Values that Matter to You
4. Acknowledge the Need for a Change-Oriented Culture
5. Align Your HRM Policies with Your Strategy
6. Examine Your Fundamental Ethical Assumptions
7. Invest in Constant Learning and Continuous Improvement
8. Be World Class or Prepare to Exit
No Guarantees
References
Chapter 9
Human Resource Management and the External Role
Kotter's Change Model and External Adaptation
1. Establishing a Sense of Urgency
2. Creating the Guiding Coalition
3. Developing a Vision and Strategy
4. Communicating the Change Vision
5. Empowering Employees for Broad-Based Action
6. Generating Short-Term Wins
7. Consolidating Gains and Producing More Change
8. Anchoring New Approaches in the Culture
Seven Qualities of HRPs
1. Knowledge of Economic Factors
2. Awareness of Political Instability
3. Expertise about Disruptive Innovation
4. Competence in Force Field Analysis
5. Skill in Culture Realignment
6. Knowing What to Measure
7. Contextual Assessment Insight
Effectively Utilizing HRPs
1. Carefully Assess the Qualifications of All HRPs
2. Demand HRM & TMT Accountability
3. Insist Upon Integrity, Beneficence, and Competence
4. Prepare for Constant Change
5. Adopt a Learning Culture
Conclusion
References
Chapter 10
International Human Resources: Changing the Paradigm
Eight Common Problems
1. The Ineffectiveness of Ex Patriate Management
2. Insensitivity to Cultural Differences
3. Capabilities of Host Country HRM Personnel
4. Incompatibility in Partnering with Local Personnel
5. Compensating for Differences in Standard of Living
6. Understanding and Responding to Local Laws
7. Adjusting to Differences in Ethical Assumptions
8. Difficulty in Creating a Valid Interpersonal Connection
Twelve Ways to Improve IHRM
1. Exponentially Increase Expat Training
2. Increase Tenure Requirement for Expat Assignments
3. Expand Expat Training for Spouses and Children
4. Discontinue Creation of Company Compounds
5. Reward Employees and Families for Language Competency
6. Increase the Length of Time of Expat Preparation
7. Build in a Career Path for Expat Repatriation
8. Place More HRP Expats in Host Countries
9. Recruit Host Country Employees to Attend Home Country Universities
10. Invest in High Potential Host Country "Stars"
11. Emphasize Social Interaction between Expats and Host Country Nationals
12. Adjusting Host Country Compensation for Key Positions
Insights about IHRM
1. The Nature of the Gig Economy
2. The Myth of the "Good Manager"
3. TMT Failure to Understand Cultural Differences
4. The Myth that "HRM is Easy and Anyone can do It"
5. Missing the HRM Issue
6. Insufficient Host Country IHRM Support
Conclusion
References
Chapter 11
Tomorrow's Human Resources: Transforming the Future
Nine Changes in HRM
1. Creation of the Core Corporation
2. Restructuring Employee Selection
3. Scrapping of Traditional Performance Appraisal
4. Increasing Importance of Employee Partnering
5. Expanding the Tracking of Value Added
6. Increasing Importance of Accountability
7. Partnering with Academia and Government
8. Expanding Social Responsibility
9. Discontinuing HRM Outsourcing
Barriers to Change
The Change Challenge
References
Chapter 12
Transforming Your Life: Your Moral Duty
The Personal Contribution of HRPs
1. Personal Example of Organizational Values
2. Subject Matter Experts of Their Profession
3. Champions of the Organizational Mission
4. Advocates of Employees' Best Interests
5. Personal Role Models
The Nature of Individual Identity
Eight Principles to a Healthier Identity
Expanding Your Capacity
The Challenge
References
About the Editors and Authors
Index
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Human Resource Management: A Transformative Approach

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