What is Strategic HRM?

tubacitychiropractorΔιαχείριση

8 Νοε 2013 (πριν από 3 χρόνια και 9 μήνες)

70 εμφανίσεις

What is Strategic HRM?


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

Strategic HRM


To be strategic, the HR function should


Have direct, integral involvement in strategy
formulation
and

implementation.


Know what employee skills, behaviors, and
attitudes are needed to support strategic plan.


Develop those skills, behaviors, and attitudes
among employees.

Components of the Strategic
Management Process

1.
Strategy

Formulation
:



Strategic

planning

group

decides

on

a

strategic

direction


Defining

the

company's

mission

and

goals


Identify

external

opportunities

and

threats


Identify internal strengths and
opportunities for growth



Strategy Formulation

Goals

Mission

Strategic

Choice

Internal

analysis

Strengths

Weaknesses

External

analysis

Opportunities

Threats

© 2006 The McGraw
-
Hill Companies, Inc. All rights reserved.

McGraw
-
Hill/Irwin

Components of the Strategic
Management Process

2
.

Strategy

Implementation
:



Follow through on the chosen strategy.


Includes structuring the organization,
allocating resources,


Involves ensuring that the firm has skilled
employees in place


Utilizes reward system that align employee
behavior with the strategic goals.


Model of the Strategic Management
Process

HR Practices

Recruiting,

Training,

Performance management,

Labor relations,

Employee relations,

Job analysis

Job design,

Selection,

Development,

Pay structure,

Incentives,

Benefits

Firm

Performance

Productivity,

Quality,

Profitability

Human

Resource

Actions

Behaviors,

Results

Human

Resource

Capability

Skills,

Abilities,

Knowledge

Human

Resource

Needs

Skills

Behavior

Culture

Mission

Goals

Strategic

Choice

Internal

Analysis

Strengths

Weaknesses

External

Analysis

Opportunities

Threats

Strategy Formulation

Strategy Implementation

© 2006 The McGraw
-
Hill Companies, Inc. All rights reserved.

McGraw
-
Hill/Irwin

Levels of HRM integration in
Strategy Formulation


Administrative Linkage



Lowest level; HRM focused on day
-
to
-
day
activities. No input from the HRM function to the company's strategic
plan.


One
-
Way Linkage



The strategic business planning function
develops the plan and then informs the HRM function of the plan. HRM
helps with implementation.


Two
-
Way Linkage



HR issues considered during the strategy
formulation process. HR function provides input on potential strategic
choices and helps implement chosen option.


Integrative Linkage



Continuing, rather than sequential, interaction.
HR is an integral member of the strategic planning team.


Strategy Formulation


Five

relevant

components
:


Mission
:

statement

of

the

organization's

reasons

for

being
.


Goals
:

wh a t

t h e

o r g a n i z a t i o n

h o p e s

to

achieve

in

the

medium
-
to

long
-
term

future


External

analysis

consists

of

examining

the

organization's

operating

environment

to

identify

strategic

opportunities

and

threats
.


Internal

analysis

attempts

to

identify

the

organization's

strengths

and

weaknesses
.


Strategic

choice

is

the

organization's

strategy,

which

describes

the

ways

the

organization

will

attempt

to

fulfill

its

mission

and

achieve

its

long

term

goals
.

Strategy Implementation

Organizational

structure

Types of

Information

Task design

Selection,

training, and

development

of people

Reward

systems

Product

market

strategy

Performance

Strategic Types


Porter's Generic Strategies

competitive advantage comes
from creating value by:


reducing costs

or


charging a premium price for
a differentiated product or
service (differentiation).

HRM and Strategic Types


Different

strategies

call

for

different

types

of

employees
.



Role

behaviors

are

the

behaviors

required

of

an

individual

in

his

or

her

role

as

a

jobholder

in

a

social

work

environment
.



Cost strategy

calls for efficiency
--
carefully define the
skills employees need. Seek employees’ cost
-
saving
ideas.


Differentiation

firms need creative risk takers.

The Role of HR in Providing a
Competitive Advantage


Emergent Strategies
-

Those that evolve from the
grass roots of the organization.


What actually is done versus what is planned.


HR plays an important role in facilitating the
communication of emergent strategies between levels in
the hierarchy.


Enhancing

Firm

Competitiveness


By

developing

a

rich

pool

of

talent,

HR

can

assure

the

company's

ability

to

adapt

to

a

dynamic

environment
.

Competencies of Strategic Human
Resource Consultants


Four basic competencies:


Business Competencies
: Understand company's
economic and financial capabilities.


Professional/Technical Knowledge
: In HR practices


Change Management or Organizational Development
Techniques
: Ability to diagnose need for change;
develop and implement the appropriate intervention.


Integration Competencies
: Holistic perspective with
the skills of a specialist in the above three areas.

Human Resource Competencies

HR Professional

Integration

Competence

Professional and

Technical

Knowledge

Ability to

Manage Change

Business

Competence