Professional Documents
Culture Documents
Strategic
human resource management: The pattern of planned human resource deployments and activities intended to enable an organization to achieve its strategic goals.
Strategic HRM
To
be strategic, the HR function should Have direct, integral involvement in strategy formulation and implementation. Know what employee skills, behaviors, and attitudes are needed to support strategic plan. Develop those skills, behaviors, and attitudes among employees.
Strategy Formulation:
Strategic planning group decides on a strategic direction Defining the company's mission and goals Identify external opportunities and threats Identify internal strengths and opportunities for growth
Strategy Formulation
External analysis Opportunities Threats
Strategic Choice Internal analysis Strengths Weaknesses
McGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.
Mission
Goals
Follow through on the chosen strategy. Includes structuring the organization, allocating resources, Involves ensuring that the firm has skilled employees in place Utilizes reward system that align employee behavior with the strategic goals.
Mission
Goals
Strategic Choice
Internal Analysis
Strengths Weaknesses
McGraw-Hill/Irwin
Strategy Formulation
Five
relevant components:
Mission:
statement of the organization's reasons for being. Goals: what the organization hopes to achieve in the medium-to long-term future External analysis consists of examining the organization's operating environment to identify strategic opportunities and threats. Internal analysis attempts to identify the organization's strengths and weaknesses. Strategic choice is the organization's strategy, which describes the ways the organization will attempt to fulfill its mission and achieve its long term goals.
Strategy Implementation
Organizational structure
Task design
Performance
Selection, training, and development of people
Strategic Types
Porter's
strategies call for different types of employees. behaviors are the behaviors required of an individual in his or her role as a jobholder in a social work environment.
Cost
Role
strategy calls for efficiency--carefully define the skills employees need. Seek employees cost-saving ideas. Differentiation firms need creative risk takers.
Strategies - Those that evolve from the grass roots of the organization.
actually is done versus what is planned. HR plays an important role in facilitating the communication of emergent strategies between levels in the hierarchy.
Enhancing
By
Firm Competitiveness
developing a rich pool of talent, HR can assure the company's ability to adapt to a dynamic environment.
basic competencies:
Business
Competencies: Understand company's economic and financial capabilities. Professional/Technical Knowledge: In HR practices Change Management or Organizational Development Techniques: Ability to diagnose need for change; develop and implement the appropriate intervention. Integration Competencies: Holistic perspective with the skills of a specialist in the above three areas.
Business Competence
HR Professional
Integration Competence