Skip to 0 minutes and 3 seconds Now, we know about elements of HRM systems. We also know that HRM systems are open Now, we will learn how to design HRM systems. I will give you two notions that are crucially important if you want to be a manager of the future and if you want to design good and working HRM systems. First, if it is an open system then it is not difficult to agree with me, there is no one best and unique system. All HRM systems are different. HRM systems will be different for a publishing house, for a hospital or for a bank and it is your task to think, what will be the best HRM system for your organization?
Skip to 0 minutes and 55 seconds Uniqueness, this is the right word for an HRM system. Don’t try to copy best practices, they don’t exist. You can do it, you can do and you can design the best HRM system that is applicable only to your organizational unit. And you know why? Because you know what is unique in your organization. If you want to design an HRM system to boost innovation, build an HRM system to boost innovation. If you want to boost creativity, design HR practices for creativity. Be as concrete as possible. If you want to boost information or knowledge sharing in your organization, design HRM practices that would support knowledge sharing. Again, be as concrete as possible. Target, this is another important notion.
Skip to 1 minute and 51 seconds Design HRM systems for specific job functions. And it also means that every organization can have several, unique HRM systems.
Uniqueness & Targets
We already discussed elements of an HRM system and that they are interrelated because it is an open system. But how to design such an HRM system that would be successful?
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