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Human Resource
Management
Strategic Role –
Approach
2
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Management Process Planning
Goals and standards Rules and procedures Plans and forecasting.
Organizing Tasks Departments Delegating Authority and communication Coordinating
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Management Process Staffing
Hiring Recruiting Selecting Performance standards Compensation Evaluating performance Counseling Training and developing
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Management Process
Leading Getting the job done Morale Motivation
Controlling Setting standards Comparing actual performance to standards Corrective action
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HRM FunctionHuman Resource Management is the process of:
acquiring, training, appraising, and compensating employees
and attending to their labor relations, health and safety, and fairness concerns.
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HRM People Functions Include: Job analyses Labor needs Recruit Select candidates Orient and train Wages and salaries Incentives and
benefits
Performance Communicate Train and develop Employee
commitment Equal opportunity Health and safety Grievances/labor
relations
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HRM is Important to all Managers.
Don’t Let These Happen to You! The wrong person High turnover Poor results Useless interviews Court actions Safety citations Salaries appear unfair Poor training Unfair labor practices
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Line & Staff Aspects of HRM Authority distinguishes line from staff as in
Making decisions Directing work Giving orders
Line Managers Accomplishing goals
Staff Managers Assisting and advising line managers
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Line Manager’s HRM Jobs
The right person Orientation Training Performance Creativity Working relationships
Policies and procedures
Labor costs Development Morale Protecting
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HR Department Organizational
Chart
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Strategy is: the company’s long-term plan for how it will
balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage.
establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent but also support the achievement of business goals
Strategy, Policy & Administration
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Strategy, Policy & Administration Policy: the development and
implementation of detailed procedures, and systems which reflect the strategic framework.
Administration: day to day administration of operational activities such as records, payrolls, and benefits programmes
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Levels of strategies
Corporate Strategy
BusinessStrategy
BusinessStrategy
BusinessStrategy
BusinessStrategy
FunctionalStrategies
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Strategic Planning Process SWOT analysis - Strengths, Weaknesses,
Opportunities, and Threats
Best strategic plans balance a company’s Strengths and Weaknesses with the Opportunities and Threats the firm faces
Basic strategic plans address trends Globalization Technological advances The nature of work The workforce
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HR’s evolving role
Protector and Screener
Strategic Partner
Change Agent
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Strategic HRM Strategic human resource management:
linking HRM with strategic goals and objectives to improve business performance and develop organizational cultures, design, people and systems that fosters innovation and flexibility.
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Strategic approach to HRM
Remuneration strategy
Valuing the contribution of individual roles
Shape & Structure of org. & ind. role
Selectiondevelopment and
training
Managing Individual
performance
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HR STRATEGY
Clarify the businessstrategy
Realign the HR functions and keypeople practices
Create needed competenciesand behaviors
Realization of businessstrategies and results
Evaluate and refine
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Corporate Strategy
HR Mission
Organisation Analysis
HR Analysis Environmental analysis
Culture Organisation People Systems
HR Planning Generation of Strategic choices/options
Objectives
HR action plan
Implementation
Review & evaluate
HR STRATEGYPWC Approach
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The process by which things get done in the organisation
The beliefs, values, norms and style of organisation
The structure, jobs, roles and reporting lines of the organisation
The skill levels, staff
potential and
mgmt capability
of the organisation
Systems
Organisation
Culture PeopleHR policies& objectives
HR Strategy planning
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How HR helps strategy execution Functional strategies should support competitive
strategies Value chain analysis Outsourcing Strategy Formulation
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How HR helps form strategy Formation of a company’s strategy =
identifying, analyzing and balancing external opportunities and threats with internal strengths and weaknesses
Environmental scanning
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HR and technology
Basic HR systems demand paperwork
70% of HR’s employees time = paperwork
Off the shelf forms from Office Depot/Officemax
Online forms
Human Resource Information Systems (HRIS)
HR on the Internet
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HR means performance Can HR have a measurable impact on a
company’s bottom line?
Better HRM translates into improved employee attitudes and motivation (e.g., working at home)
Well run HR programs drive employee commitment