21036 Study Guide - Final Guide: Headcount, Psychological Contract, Performance Appraisal
Document Summary
Reasons for increased devolution of hrm to the line. Decentralisation of decision making marked changed in org. De-layering goes hand in hand with ds (no longer as hierarchical) Growth in team working and e-hr policies. Drive for cost efficiencies (ie reduction in hr headcount) rather than having a large number of hr experts. The critical role of lms in leading and managing people. H age(cid:374)ts(cid:859) lms mediate the relationship between hr policies and performance. Perceived supervisor support theory more support individual receives the more motivated they will be especially regarding pdb. Psychological contract line manager embodies a lot of it (seen as something that is broken if not delivered upon) Idea that it has(cid:374)(cid:859)t deli(cid:448)ered o(cid:374) (cid:449)hat it should deli(cid:448)er. One of the problems of looking at pm = we keep looking at how to operationalize. Line managers need to be trained in pm. The authors argues - operationalizing different approaches is largely ineffective.
