CATHOLIC UNIVERSITY OF MOZAMBIQUE FACULTY OF EDUCATION AND COMMUNICATION

MASTERS OF BUSINESS ADMINISTRATION PROGRAMME (MBA) COURSE: MBA 535: Strategic Human Resource Management

Individual Assignment 1:
1. Give an Account of several definitions of Strategic Human Resource

Management. 2. Using well labeled diagrams explain the role of HRM and discuss the 8 critical functions that you have since learnt

Candidate: Benedito Sabonete

Module Facilitator: DR. Andrew Tembani

NAMPULA

MAY 2011

Benedito Sabonete UCM MBA Candidate

CATHOLIC UNIVERSITY OF MOZAMBIQUE FACULTY OF EDUCATION AND COMMUNICATION

MASTERS OF BUSINESS ADMINISTRATION PROGRAMME (MBA) COURSE: MBA 535: Strategic Human Resource Management

Individual Assignment 1: 3. Give an Account of several definitions of Strategic Human Resource Management. 4. Using well labeled diagrams explain the role of HRM and discuss the 8 critical functions that you have since learnt

Candidate: Benedito Sabonete

Module Facilitator: DR. Andrew Tembani

NAMPULA MAY 2011 Benedito Sabonete UCM MBA Candidate

3

Table of Index
1. INTRODUCTION...................................................................................................5 1. GIVE AN ACCOUNT OF SEVERAL DEFINITIONS OF STRATEGIC HUMAN RESOURCE MANAGEMENT.......................................................................................6 Strategic Human Resource Management............................................................6 Definitions of Strategic Human Resource Management......................................6 2. Using well labeled diagrams explain the role of HRM and discuss the 8 critical functions that you have since learnt......................................................................8 The Role of the Human Resource Function.........................................................8 HR Roles in Building a Competitive Organisation-Dave Ulrich (1997).....................9 Explanation of the model....................................................................................9 THE EIGHT CRITICAL HR ACTIVITIES (NEWELL).....................................................10 1. Induction.......................................................................................................10 2. Communication.............................................................................................10 3. Personal and professional development........................................................10 4. Developing technical leaders........................................................................10 5. Engaging with the companys culture and values.........................................10 6. Creative compensation.................................................................................10 7. Recognition and involvement........................................................................11 8. Fun and an engaging environment................................................................11 Make sure employees feel safe in their workplace. .............................................11 3. CONCLUSIONS..................................................................................................12

Benedito Sabonete UCM MBA Candidate

1. INTRODUCTION Human Resource Management becomes very important for the organizations in the business world environment. The purpose of this Individual assignment is to give an Account of several definitions of Strategic Human Resource Management; and, using well labeled diagrams explain the role of HRM and discuss the 8 critical functions that you have since learnt.

Benedito Sabonete UCM MBA Candidate

1. GIVE AN ACCOUNT OF SEVERAL DEFINITIONS OF STRATEGIC HUMAN

RESOURCE MANAGEMENT. Strategic Human Resource Management This is the effective way of organizing the workforce by the adoption of a specific strategy, where employees' performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin. Definitions of Strategic Human Resource Management Strategic human resource management is "human resource management" carried out in a strategic way. The human resource activities are linked to the achievement of the organization's overall objectives. This is the new way of managing human resources as compared to personnel management. Source: http://www.strategic-humanresource.com/strategic-human-resource-definition.html

Human Resource Management is a strategic approach to managing employment relations which emphasises that leveraging peoples capabilities is critical to achieving sustainable competitive advantage through a distinctive set of integrated employment policies, programmes and practices. source:
Gold,Human Resource Management: Theory and Practice, 3rd edition, 2003. John Bratton and Jeffrey

Strategic human resource management is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. Source:http://www.wisegeek.com/what-is-strategic-humanresourcemanagement.htm It can be defined as planned activities intended to enable the to eachieve its goals
(Wright and McMahan, 1992).

SHRM are organizational systems designed to achieve sustainable competitive advantage (Wright and Snell, 1991). SHRM can be defined as a process ling HR strategies to corporate strategy (Ulrich and
Lake, 1991).

Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organisation SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the

Benedito Sabonete UCM MBA Candidate

company's strategies through HR activities such as recruiting, selecting, training and rewarding personnel. Source: http://EzineArticles.com/549585 Another concept of SHRM is the design of consistent internal policies and practices enabling effective utilization of human capital for achieving company objectives (Gratton and Hope, 1999, Jackson and Schuler, 1995) and Wan-jing and Tung Chun, 2005 defines SHRM as a degree of participation in core decision making and partnership by HRM departments guided by the specific and formal requirements for planning, effective implementation os company strategy and achievement of organizational goals. One of authors not cited on the handouts states that SHRM is a set of activities managed or championed by HR and Line managers. Involves planning, coordination, congruent and integration between HR activities, organizational strategy and how this affects and alters individual behaviour and the organisation in its endeavours to achieve set goals or targets.

Benedito Sabonete UCM MBA Candidate

2. Using well labeled diagrams explain the role of HRM and discuss the 8 critical functions that you have since learnt. The Role of the Human Resource Function Below is presented the diagram of roles of HRM functions

Diagram1 Roles of HRM functions (source Wendy Helen Rennie, The role of HRM and the HRProfessional in the economy, August 2003)

Bellow is a list of roles of the Human Resource Function Recruitment Training Objective setting Performance appraisal Determining pay structures Determining Pay of individuals Benefit plans Termination/Redundancies Employment contracts Manpower information/statistics

Benedito Sabonete UCM MBA Candidate

HR Roles in Building a Competitive Organisation-Dave Ulrich (1997)

FUTURE/STRATEGIC FOCUS

Strategic Partner Management of Strategic Human Resources

Change Agent Management of Transformation and Change

PROCESSES Admin Expert Management of Firm Infrastructure Employee Champion Management of Employee Contribution

PEOPLE

DAY-TO-DAY/OPERATIONAL FOCUS

Diagram 2: Roles in building a competitive Organization

Explanation of the model Strategic Partner Strategic Human Resource Management. designs human resource strategies with business objectives, consultation in the development of the organizations values, mission and business planning, member opf mgt team contributing to business decisions, participates in task forces e.g. ISO 9000, succession planning Source SHRM notes) Change Agent change management. Org design, system/process design, competency analysis, long-range team management development, consulting for increased org effectiveness (assessment/diagnosis/contracting, action planning, evlauation, follow up). Admin Expert Service delivery, the traditional HR role. Term admin can be misleading as it includes: wage review, applicant sourcing/interview, benefits programme/delivery, data reporting and analysis, classroom training delivery, interviewing logistics, data base maintenance and transaction processing, admin efficiency. Employee Champion management support. Facilitates employee surveys, promote inclusive environment, management coaching, performance evaluation review, corrective actions with employees and managers, promote life/work balance, communication with employees. Listening, responding and finding ways to provide employees with resources to meet their changing demands. Benedito Sabonete UCM MBA Candidate
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THE EIGHT CRITICAL HR ACTIVITIES (NEWELL) Bellow is a list of the eight critical HR activities 1. 2. 3. 4. 5. 6. 7. 8. Induction Communication Personal and professional development Developing technical leaders Engaging with the companys culture and values Creative compensation Recognition and involvement Fun and an engaging environment

1. Induction Induction has to do with orientation of the new employee on the corporation so that he/she knows the workplace and its environment. 2. Communication Communication is the interchange of thoughts, opinions, or information by speech, writing, or signs, communication is one of the most important work ethics that can be used within the work place. Communication is used by everyone in the work place at all times. Employees communicate with each other to get their jobs done. Supervisors communicate with their staff to run a business proficiently. Everyone working within a business communicates with customers and consumers to make sure all of the clients' needs are met. Without it, no work could ever be accomplished. 3. Personal and professional development It has to do with providing professional development training for staff, customers, and self 4. Developing technical leaders It is the process by which organizations can significantly improve the performance of the whole team and impact the bottom line by developing their technical leaders. 5. Engaging with the companys culture and values It is the practice of shaping a company's culture in the desired direction of its core values and mission. Using strategic recognition as the platform, companies can enhance and define organizational culture, bring certain values to the surface, and drive a culture in which behaviours reflect organizational values and contribute to company success. 6. Creative compensation It's important to give a lot of consideration to your business's compensation structure because it ultimately reflects how employees are valued. Non-monetary Compensation for example, includes benefits that do not involve tangible value. Direct Compensation is the employee's base wage whereas the indirect Benedito Sabonete UCM MBA Candidate
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Compensation is everything from legally required programs to health insurance, retirement, housing, etc. 7. Recognition and involvement Employee has to receive positive feedback and recognition regularly for work well done. Consider the relative advantages and disadvantages of state involvement with vocational education and training policies. 8. Fun and an engaging environment Creating supportive, engaging work environment helps fight employee burnout. Make sure employees feel safe in their workplace.

Benedito Sabonete UCM MBA Candidate

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3. CONCLUSIONS As indicated from the variety of topics discussed in this individual assignment, Human Resource Management covers a wide range of topics. Todays special library manager has a lot of jobs to accomplish. As a manager, one must be familiar with the laws regarding todays work environment, and keep up to date on the new laws that develop. They must also be an effective communicator to able to delegate responsibility, and alleviate conflict. They have to deal with hiring new employees, and terminating bad ones. Effective Human Resource Managers strive to make the work environment a healthy one, in every conceivable way.

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11. REFERENCES Mc MILLAN, I. C. (1983). Seizing Competitive Initiative. The Journal of Business Strategy, pp. 43-57. PETERS, T. J., and WATRMAN, R. H. Jr. (1982). In Search of Excellence. New York: Warner Books. SCHULER, R. S. (1984). Personnel and Human Resource Management (2nd Edition). St. Paul, MN: West Publishing. SKINNER, W. (1981). Big Hat, No Cattle: Managing Human Resources. Harvard Business Review, September-October, pp. 107-118 LOCKWOOD, N. R (2007). Leveraging Employee Engagement for Competitive Advantage HRs Strategic Role. Society of Human Resource Management Research paper, pp.2-9 SPARHAM, H. and SUNG, J. High performance Work Practices: Work Intensification or Win-Win? University of Leicester, Centre for Labour Market Studies, Working Paper 50 Wendy Helen Rennie, The role of HRM and the HRProfessional in the economy, August 2003) http://pdfcast.org/pdf/gaining-competitive-advantage-through-human-resourcemanagement-practices http://www.strategic-human-resource.com/strategic-human-resourcedefinition.htmlJohn Bratton and Jeffrey Gold,Human Resource Management: Theory and Practice, 3rd edition, http://www.wisegeek.com/what-is-strategic-humanresourcemanagement.htm http://EzineArticles.com/549585

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