Strategic Human Management

Resource

Overall Goal of Strategic Management for an Organization

Deploy & allocate resources ==> competitive advantage

What is Strategic Management?

analyze competitive situation develop strategic goals devise plan of action allocate resources implement plan evaluate results

The Strategic Planning Process

An Overview

Strategy Formulation Mission Goals Strategic Choice Human Resource Needs

Skills
Behaviors Culture

Strategy Implementation

HR Practices
Recruiting Job Design Selection Training Development Performance Pay Structure Management Incentives Benefits Job Analysis Labor Relations Employee Relations

Human Resource Capability

Skills Abilities Knowledge

Human Resource Actions

Behaviors Results (Productivity, Absenteeism, Turnover)

Firm Performance
Productivity Quality Productivity

Strategy Evaluation

Emergent Strategies

Strategy Formulation Mission Goals Strategic Choice Human Resource Needs

Skills
Behaviors Culture

Strategy Implementation

HR Practices
Recruiting Job Design Selection Training Development Performance Pay Structure Management Incentives Benefits Job Analysis Labor Relations Employee Relations

Human Resource Capability

Skills Abilities Knowledge

Human Resource Actions

Behaviors Results (Productivity, Absenteeism, Turnover)

Firm Performance
Productivity Quality Productivity

Strategy Evaluation

Emergent Strategies

Strategy Formulation
Mission Goals External analysis Internal analysis Strategic choice

SWOT
Internal Strengths Internal Weaknesses External Opportunities External Threats

Types of Strategies
Corporate Business Functional

Corporate Strategies

Grand
Growth Retrenchment/turnaround Stability

Diversification
Related Unrelated

Business Strategies

Adaptation Model

Defender Prospector Analyzer Reactor Differentiation Cost Leadership Focus

Competitive Strategies

Strategic Human Resource Management

Definition: The pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals.

Factors Influencing Functional Strategies

Organizational Design

U-form, H-form, M-form, Flat

Corporate Culture Technology Workforce Composition

Diversity, Labor Trends, Unionization

Strategy Formulation Mission Goals Strategic Choice Human Resource Needs

Skills
Behaviors Culture

Strategy Implementation

HR Practices
Recruiting Job Design Selection Training Development Performance Pay Structure Management Incentives Benefits Job Analysis Labor Relations Employee Relations

Human Resource Capability

Skills Abilities Knowledge

Human Resource Actions

Behaviors Results (Productivity, Absenteeism, Turnover)

Firm Performance
Productivity Quality Productivity

Strategy Evaluation

Emergent Strategies

HR Practices: Options for Fit with Strategy

Job Analysis & Design Recruitment & Selection Training & Development Performance Appraisal Pay Systems Labor & Employee Relations

Job Analysis/Design Few tasks Many tasks Simple tasks Complex tasks Few skills required Many skills required Specific job descriptions General job descriptions Recruitment/Selection External sources Internal sources Limited socialization Extensive socialization Assessment of specific skills Assessment of general skills Narrow career paths Broad career paths

Training and Development

Focus on current job skills Focus on future job skills Individual orientation Group orientation

Train few employees Train all employees

Spontaneous, unplanned Planned, systematic Performance Management Behavioral criteria Results criteria Developmental orientation Administrative orientation Short-term criteria Long-term criteria Individual orientation Group orientation

Pay Structure/Incentives/Benefits Pay weighted on salary/benefits pay weighted on incentives Short-term incentives Long-term incentives Emphasis on internal equity Emphasis on external equity Individual incentives Group incentives Labor/Employee Relations Collective bargaining Individual bargaining

Top-down decision making Participation in decision making

Formal due process -- No due process View employees as expense View employees as assets

Strategy Formulation Mission Goals Strategic Choice Human Resource Needs

Skills
Behaviors Culture

Strategy Implementation

HR Practices
Recruiting Job Design Selection Training Development Performance Pay Structure Management Incentives Benefits Job Analysis Labor Relations Employee Relations

Human Resource Capability

Skills Abilities Knowledge

Human Resource Actions

Behaviors Results (Productivity, Absenteeism, Turnover)

Firm Performance
Productivity Quality Productivity

Strategy Evaluation

Emergent Strategies

Business Strategies

Adaptation Model

Defender Prospector Analyzer Reactor Differentiation Cost Leadership Focus

Competitive Strategies

Strategy Formulation Mission Goals Strategic Choice Human Resource Needs

Skills
Behaviors Culture

Strategy Implementation

HR Practices
Recruiting Job Design Selection Training Development Performance Pay Structure Management Incentives Benefits Job Analysis Labor Relations Employee Relations

Human Resource Capability

Skills Abilities Knowledge

Human Resource Actions

Behaviors Results (Productivity, Absenteeism, Turnover)

Firm Performance
Productivity Quality Productivity

Strategy Evaluation

Emergent Strategies

Agenda Item

Mini-Map

A Word of Caution

The terms strategy and planning may be applied to EVERY function in a generic way meaning that you will have a strategy and make a plan for each activity (like training, recruiting, etc.)

A Word of Caution, cond

For the purposes of your maps, use strategy and planning as HR

FUNCTIONS

Strategy=corporate strategy -- the relationship of the companys strategy to HR activities Planning=The supply and demand of employees