101. introduction - shrm
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Strategic
Human ResourceManagement
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SHRM - Meaning & Concept
Who are The Humans
Human resource strategy is the result of a set of decisions a companymakes about the humans with whom it does business
Only Employees
All the People / StakeholdersHR cant be Strategic
What about Humans / People
Human Capital
ManagementHumansare Assets
Assets are to beControlled for Long
Term success
HumanRelationships
Behaviors - cant becontrolled
Human Relationship
Management
Strategy
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Top 10 Non-Financial Variables
Execution of Corporate
Strategy
Management Credibility Quality of Corporate
Strategy
Innovation
Ability to attract and
retain talent
Market Share
Management Expertise
Alignment ofCompensation with
Shareholders Interests
Research Leadership
Quality of Major
Business Processes
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A direct link between human capital and corporatefinancial results is not readily apparent in
traditional accounting practices. Right now, we areonly beginning to understand the potential of this
tool, but its the measurement process thatsimportant Once we are able to measureintangible assets more accurately, I think investors
and finance professionals will begin to look at
human capital metrics as another indicator ofcompanys value.
Lawrence R. Whitman, DeputyCFO
at GTE
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What is Strategic HRM?
The linking of HRM with strategic goals andobjectives in order to improve businessperformance and develop organizational culturesthat foster innovation and flexibility.
Formulating and executing HR systems - HR
policies and activities - that produce theemployee competencies and behaviors thecompany needs to achieve its strategic aims.
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Creating a Strategy - Oriented HR System
Components of HR system
The basic architecture of HR
Strategic management, strategic planning andHRMs strategic roles
Strategic management process
Strategic planningLinking corporate strategy and HR strategy
Translating strategy into HR policies and practice
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Components of the HR Process
HR professionals who have strategic and
other skills
HR policies and activities that comprise the
HR system itself
Employee behaviors and competencies that thecompanys strategy requires
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Basic Architecture of HR
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Overview of Strategic Management
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The Balanced Scorecard
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Basic Model of
How to Align HR
Strategy and
Actions with
Business Strategy
Translating
Strategy intoHR Policy
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Corporate and HR Strategies
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Strategic HR Relationships
HRActivities
EmergentEmployeeBehaviors
StrategicallyRelevant
OrganizationalOutcomes
OrganizationalPerformance
AchieveStrategic
Goals
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Strategy and HR Process
Develop
Personnel
Plans
& Job
Descriptions
Recruit
Candidates
Interview
& Select
Employees
Train
Employees
Based on
Job
requirements
Appraise
Employees
Reward
Employees
Companys Strategic Plan What Business are you in?
On what basis will you compete?
How do you plan to expand?
Confirm to Ethical Standards&
HR Related Laws
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Strategic HR Management
StrategicChoice: Cost leadership
Differentiation Operational
excellence
Customerintimacy
Innovation
Growth Retrenchment
HR Needs
- skills- behaviors
- culture HRCapability
- skills- abilities- knowledge
HR Practices
- recruitment- training- performancemanagement
- labor relations- HR planning
- job analysis- job design- selection- development
- pay structure- incentives- benefits
PerformanceAnd
Results
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Case 2
TTC have recently launched a water purifier focusing onthe bottom of the pyramid i.e. the rural market. During
the process they hired some of the world class consultants
from around the world. Unfortunately things have not
worked for them. And now they have hired you as the
team member of new consulting team. You are an HR
specialist, and Mr. CEO is expecting a lot from you.
What would be your contribution as an HR Specialist to make thisproject a successful venture? Give justifications to the decisions youhave taken.
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