Professional Documents
Culture Documents
STRATEGIC HUMAN
RESOURCE MANAGEMENT
Learning objectives
Describe the differences between strategy formulation and
strategy implementation
List the components of the strategic management process
Discuss the role of the HR function in strategy formulation
Describe the linkages between HR and strategy formulation
Discuss typologies of generic strategies and the various HR
practices associated with each
Describe the different HR issues and practices associated with
various directional strategies
List the competencies the HR executive needs in order to
become a strategic partner in the company
Identify some of the issues associated with implementing
strategic human resource management
Strategy implementation
Important variables determine success in strategy
implementation:
organisational structure
task design
types of information and information systems
the selection, training and development of people
reward systems
Directional strategies
Concentration strategies
Internal growth strategies
External growth strategies
Divestment or downsizing strategies
HR competencies
Strategic positioners: understand evolving business
contexts, stakeholder expectations and business
requirements, and are able to translate them into talent,
culture and leadership actions
Credible activists: build relationships of trust and have a
clear point of view about how to build business
performance
Capacity builders: define, audit and create organisational
capabilities required for sustainable organisational
success
Change champions: initiate and sustain change at the
individual, initiative and institutional levels
HR competencies
HR innovators and integrators: look for new ways to
implement HR practices and integrate those
separate practices to deliver business solutions
Technology proponents: use technology for
efficiency to connect employees and to leverage
new communication channels, such as social media
Summary
SHRM means to proactively provide a competitive
advantage through the companys human resources
The HR function needs to be integral to strategy
formulation
HRM has an impact on strategy implementation
The strategic role of the HR function requires
business, professionaltechnical, change
management and integration competencies