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STRATEGIC HUMAN RESOURCE MANAGEMENT

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INTRO

WHAT IS STG?

-Determination of long term goals and obj & adoption of course of action and allocation of necessary resources

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S.

MGT: a set of managerial decision and action that determines the long term performance of the org. Activities (POSC..) an organization conducts to use its human resources effectively. between SHRM and HRM
Human resource management deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration. Human resources may also provide work incentives, safety procedure information, and sick or vacation days. 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. This can affect the way things are done at a business site, improving everything from hiring practices and employee training

HRM:

Difference

Strategic

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WHY

SHRM?

Todays HRM LPG Stg

competitive era

no longer a support function

changed everything (eg: org policies) partner of org

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HRM TO HRD
COMPETITIV

E ENVIRONMENT - not only manage also develop has to become purely professional with proper qualifications. skills creative thinking, encouraging innovation, potential appraisal, Competency mapping etc..

Human

Developing

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SHRM - DEFINITION
The

linking of HR with strategic goals and objectives in order to improve business performance and develop organization culture that encourage innovation and flexibility

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STG MANAGEMENT & HR

Study

of SM includes envi scanning, stg formulation, imple, evaluation and control. S/W; opportunities and threats

Evaluate Monitor Due

to threats and opportunities org needs Human resource fcn to look into 2 critical needs.
1. 2.

evaluate and motivate emp

provide admin service that are reliable, cost effective and responsive to the needs of business units.

HOW HRM AND BUSINESS STGS INTEGRATED

HRM

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should be integrated with stg planning and used to strengthen an appropriate org culture. area are Source of competitive adv managed effectively by mutual consistent policies which promote commitment promote willingness to act flexibly in org policies cohere with business policy areas.
of org stgs and control activities to ensure org

HR

HR It

concerned with:

SWOT Imple

Evaluate

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ROLE OF HRM IN SM
A

Strategic plan is formulated to achieve compe. Adv stg for each functional area (HR,MKG,FIN) drawn this HR palys vital role (supply of humn resource to all functional areas)so hr will affect overall stg of org.

specific

In

INTEGRATVE ROLE PLAYED BY HR IN SM

Business

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succeed when stakeholders (internal empl and mgt & external) become happy. HR cannot alingn with external stakeholders it isnt a business partner be a business partner hr professionals know external stakeholder well. on creativity major issue of HR

If

To

Emphasize

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ROLE IN STG FORMULATION

HRM

Plays role in stg formulation by scanning the enviroment so that identify the SWOT. says internal strength and weakness,external opportunities and threats

HRM

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ROLE IN STG IMPLEMENTATION

As

mentioned HR provides human resources to other functional areas too, this way it plays crucial role in implementation implementing stg needs effective human resource

Because

HR CHALLENGES FACED BY THE INDIAN COMPANIES

Decreasing Finding

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the number of committed peoples

the right people of employees compensation and benefits talent s

Retention

Competitive Recruiting Etc.

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HR STRATEGIES TO BE FOLLOWED BY INDIAN COMPANIES TO OVERCOME CHALLENGES

Focus

on talent retention rather acquisation. Ie right people, right time, right place competitive envi which provide growth and challenges opportunities for employees] development of employee employee to learn diverse skills\ , strong, fair appraisal system

Create

Career

Encourage Simple Etc

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Challenges to organisations
Quality People

challenges

challenges professional and trustworthy modern tech not control; support

Technology Culture Speed Sleek

response time

fewer people, modern tech, sleek org structures in people eg: T&D, Mentoring, assessment centre etc Responsibility

Invest

Social

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HRD FUNCTIONS
HRDsystem Help

should increase the capabilities

to recognize employee potential and contribute his best to maximize individual autonomy through increased responsibility decentralization- delegation of authority participative decision making

Help

Facilitate Facilitate Balance Balance Hrd

the current culture with changing culture between differentiation and integration

ensure responsibility for the functions should buildup on feedback

HRD

From the above HRD FCNS/DIMENSIONS

STRUCTURE PERF

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APPRAISAL AND COUNSELLING PLANNING AND DEVELOPMENT

FEEDBACK CAREER OD

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HRD PRACTICES
Research proves good hr practices will influence business growth. It indicate the following HR practices that influence firms
Financial

incentives for excellent performer practices which motivate

Organisation

employees wages

Good Fair

Recruitment and selection rights sharing

Employee

Information

Decentralization

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HAVING

people do multiple jobs of status symbol

Elimination Good A

promotion

long term perspectiv e

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RECENT TRENDS IN HRD

Competition

is global

Competencies

also have gone global companies start recruiting expatriates as their global or local companies and finance become lesser issue has become a competitive advantage and cost also becomes compe adv become global changing fast improvements at fast rate more intelligent

Technology Speed

Quality

Outsourcing Structures

Knowledge Workforce

LINKS TO HR, STG AND BUSINESS GOALS

Due

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to the existing challenges in business environment , focus needed in HRD efforts strategically to achieve business goals which are to beat these challenges. business goals are:
with pft efficiency
Excellence

The

Operational Customer

satisfaction (Internal and external) and commitment

Motivation Cost

effectiveness

Quality

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HR

Systems and strategies should leads to business goals. HR strategies are

strategy information sharing
Communication Accountability Quality

Some

ownership and commitment feel high sense of responsibility Strategy: focus quality pdts

Customer Cost

Orientation- to achieve this overall feedback essential Reduction Building exercise

Culture

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HRD ASSESSMENT
These following needs of HRD are to be assessed
Adequacy

of manpower of the structure

Appropriateness Cost

consciousness of staff consciousness of HRD staff operational efficiency synergy (co operation) among the of internal customer satisfaction

Quality Level

Internal Internal

staffs

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Measures of hrd performance

Internal

operational measures dealing with how well HR practices are designed and delivered efficiency, quality and speed, client satisfaction surveys etc. strategic measures dealing with how effectively HR practices build desired organizational capabilities and how effectively they increase employee satisfaction. strategic measures dealing with how well HR practices increase customer and shareholder satisfaction

Internal

External