3. Introduction
A strategy:
Indicates what an organization's key executives hope to
accomplish in the long run
Is concerned with competition and aligning the resources
of the firm
Good HR strategy results in a fit between
organizational strategy and HRM policies and
programs
Recruitment, selection, outsourcing, telecommuting,
performance evaluation, compensation
4. Strategic human resource management
formulating and executing HR systems that produce the employee
competencies and behaviors the company needs to achieve its
strategic aims
Taking a strategic HRM approach means:
Making human resources management a top priority
Integrating HRM with the company’s strategy, mission, and goals
HRM can make significant contributions if included in the
strategic planning process from the outset
The strategic management process helps determine:
What must be done to achieve priority objectives
How they will be achieved
5. Strategic HRM: A Key to Success
Three levels of strategy apply to HRM activities:
Strategic (long term)
Managerial (medium term)
Operational (short term)
The HRM activities are:
Employee selection/placement
Rewards
Appraisal
Development
6. Strategic HRM planning leads to:
Growth
Profits
Survival
Planning also:
Expands awareness of possibilities
Identifies strengths and weaknesses
Reveals opportunities
Points to the need to evaluate the impact of internal and
external forces
Strategic HRM: A Key to Success
7. Traditional HR vs. Strategic HR
Point of distinction
Focus
Role of HR
Initiatives
Time horizon
Control
Job design
Key investments
Accountability
Responsibility for HR
Traditional HR
Employee Relations
Transactional change
follower and respondent
Slow, reactive, fragmented
Short-term
Bureaucratic-roles, policies,
procedures
Tight division of labor;
independence,
specialization
Capital, products
Cost centre
Staff specialists
Strategic HR
Partnerships with internal and
external customers
Transformational change leader
and initiator
Fast, proactive and integrated
Short, medium and long (as
required)
Organic-flexible, whatever is
necessary to succeed
Broad, flexible, cross-training
teams
People, knowledge
Investment centre
Line managers
8. Shifts in HR Management in India
Emerging HR practice
Strategic role
Proactive
Key part of organizational
mission
Service focus
Process-based organization
Cross-functional teams,
teamwork most important
People as key
investments/assets
Traditional HR practice
Administrative role
Reactive
Separate, isolated from
company mission
Production focus
Functional organization
Individuals encouraged,
singled out for praise,
rewards
People as expenses
10. Strategic Management Process
Environmental Scanning
Strategy Formulation
Corporate level
Business unit level
Functional level
Strategy Implementation
Strategy Evaluation
11. HR Role in Strategic Management
In strategy formulation
HR manager supplies competitive intelligence that is
useful
In strategy implementation
Encouraging proactive behavior
Explicit communication goals
Stimulate critical thinking
Productivity
Quality and Service
Proficient strategic management
12. A Model to Organize HRM
ARDM means:
Acquiring
Rewarding
Developing
Maintaining and protecting
The goals of the ARDM model are:
Socially responsible and ethical practices
13. The eventual success of any HRM activity is:
The organization's employees are the best qualified
They perform jobs that suit their needs, skills, and abilities
Matching people and activities in order to accomplish goals is
easier with a diagnostic approach
A Model to Organize HRM
15. Taking a Diagnostic Approach to HRM
The ARDM model has four specific steps:
Diagnosis
Prescription
Implementation
Evaluation
Managers typically diagnose a work situation by observing
and identifying key factors
A prescription is then made to translate the diagnosis into
action
Most human resource problems are too complex to have a
single correct prescription
16. Taking a Diagnostic Approach to HRM
Implementing a solution is the next step, followed by
evaluation
Evaluation tells managers whether improvement in the
ARDM process is needed
If an organization teaches its members to focus on ARDM
plus the environment, it is likely to achieve:
Socially responsible, ethical behaviors
Competitive, high-quality products and services
The ARDM model calls for thorough, timely, and systematic
review of each situation
17. External Environmental Influences
HRM processes are influenced by both the internal
and external environments
External influences include:
Government laws and regulations
Union procedures and requirements
Economic conditions
The labor force
HR planning must operate within:
Guidelines
Limits of available resources
Competencies
18. Economic Conditions
Two economic factors affect HRM programs:
Productivity
The work sector of the organization
Productivity is:
An important part of a nation's economic condition
Representative of an organization’s overall efficiency
The output of goods and services per unit of input
(resources) used in a production process
19. Economic Conditions
Managers can influence productivity through sound
HRM programs
Diagnosis, prescription,
implementation, and evaluation
Recruitment and selection
Motivational and compensation
techniques
Training and development
20. Internal Environmental Influences
HRM programs are influenced by:
Strategy
Goals
Organizational culture
Nature of the task
Work groups
The leader’s style and experience
21. Goals
Organizational goals differ within and among
departments
Most departments have similar goals
Differences arise from the importance placed on the goals
In organizations where profits take precedence,
HRM goals receive little attention
This results in effectiveness problems (absenteeism,
performance decrements, high grievance rates)
23. Organization Culture
A firm's organizational culture is shown by:
The way it does business
How it treats customers and employees
The autonomy or freedom that exists in the departments
or offices
The degree of loyalty expressed by employees
24. Organization Culture
Organization culture represents the perceptions
held by the employees
There is no one "best" culture for the development of
human resources
Culture can:
Impact behavior, productivity, expectations
Provide a benchmark for standards of performance
25. Work Group
An employee’s experiences are largely influenced
by the work group
A group is two or more people who:
Consider themselves a group
Work interdependently to accomplish a purpose
Communicate and interact with one another on a
continuous basis
In many cases, work next to each other
26. Leader’s Style and Experience
The experience and leadership style of the
operating manager directly affects HRM activities
Orchestrating the skills, experiences, personalities, and
motives of individuals
Facilitating interaction within work groups
Providing direction, encouragement, and authority to
evoke desired behaviors
Reinforcing desirable behavior