Professional Documents
Culture Documents
Strategic HRM
What is it? Who does it? When do you do it? How is it measured? What are the components?
HR
Financial Results
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The Topics
What is Strategic HRM? What are the forces creating a need for Strategic HRM? How can Strategic HRM use data and metrics to design and evaluate its processes?
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HRM Integration
HR Practices Must be Linked to Achieving the Business Strategy Each HR Practice must be Designed, Aligned, and Measured Using an Integrated Set of Metrics
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Assure Product Consistency Develop Quality System Do Gap Analysis Quality Manual Process Control Documentation
Changes: Management Responsibility Attention to Detail Get it Right the First Time Decrease Inspection and Testing
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What is HACCP?
Control Points)
Produce Safe Food Steps: Describe Product Critical Points/Flow Critical Limits and Risks Monitoring Correct/Verify
Resulting Changes: Prevention vs. Testing Documentation Get Right First Time Less Recalls/Customer Satisfaction Higher Productivity
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Global Competitiveness
HRM Challenges: Convert to Teams Delegation Empowerment New Selection New Training New Rewards HRM Challenges New Job Design New Accounting/MIS New Performance Evaluation and Accountabilities New Authorities All Must Be Linked
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Employees
Business Development
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Select
Enroll
Enroll
Train
Evaluate
Profits
Reward
Sales
Costs
Productivity
Motivate
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4. HRM Pilots and Tests to See What Works, What Does Not, and Financial Returns
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Remember: There is only one boss - the customer. And, he or she can fire all of us! (Sam Walton) Link your HRM practices to satisfying the customer!
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