mgto 231 human resources management the importance of hrm dr. kin fai ellick wong
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MGTO 231Human Resources
Management
The Importance of HRM
Dr. Kin Fai Ellick WONG
Personnel vs. HRM
• Personnel Department vs. Human Resource Management– Are they the same? – If no, what are the differences? – How come there are two names?
• You will know the answer at the end of this class…
Outline
• Business Strategy
• Strategy and HRM– Strategic HR Choices
• Importance of strategic HR Planning
Outline
• Business Strategy
• Strategy and HRM– Strategic HR Choices
• Importance of strategic HR Planning
Business Strategy
• What is a strategy– Text book definition: The company’s long-term
plan for how it will balance its internal strengths and weaknesses with its external opportunity and threats to maintain a competitive advantage
– Simply speaking: A plan that is expected to make an organization adaptive and competitive
– Simplest speaking: A plan to make money
Business Strategy
• Example of strategic choices– Defender vs. Prospector– Exploitation vs. Exploration– Quality vs. Quantity– Focused vs. Diversified
Examples
• Defender vs. Prospector strategy– A defender strategy (保守 )
• Conservative, prefer to maintain a secure position in relatively stable product or service areas
• Not so looking to expand into new territory• Attempting to protect market share from
competitors; not to engage in new-product development
• Low risk, stable return
Examples
• Defender vs. Prospector strategy– A prospector strategy (急進 )
• Aggressive, emphasize growth and innovation
• Looking to expand into new territory• Attempting to engage in new-product
development• Failure is regarded as “normal”• High risk, high return
Examples
• Exploitation vs. Exploration– Exploitation
• Seeking to improve the current version of product
• Incremental improvement
– Exploration• Seeking to have breakthrough in product
development• Dramatic changes in the fundamental
concepts or architect of a product
Examples
• Exploitation vs. Exploration– Examples
• Game software– EA Sports vs. Nintendo– Game lists of EA
» NBA Live 1996» NBA Live 1997» NBA Live 1998» NBA Live…. 07» http://www.easports.com/
– How about Nintendo?» Made in Wario (key control)» Mawaru Made in Wario (key + motion control)
Examples
• Exploitation vs. Exploration– Examples
• TV industry– Panasonic vs. Samsung
» Panasonic: Improving the quality of CRT TV» Samsung: Switching to LCD TV
• Mobile phone– Keep improving 2G vs. Switching to 3G
Examples
• Exploitation vs. Exploration– Similar to prospector, exploration is high
risk high return• Anyone remember this product by NOKIA
Examples
• Quality vs. Quantity– Examples
• Car industry– Rolls Royce vs. Toyota
Examples
• Focused vs. Diversified– Examples
• Hey, would you give me an example?
Outline
• Business Strategy
• Strategy and HRM– Strategic HR Choices
• Importance of strategic HR Planning
Personnel vs. HR
• For organizations with a personnel department– Top-management often regard various
HR functions (e.g., recruitment, pay, training) as IRRELEVANT to business strategies;
– Their managers usually do not involve in the strategic planning and decision-making of organizations
Personnel vs. HR
• For organizations with a HR department– Top-management often regard various
HR functions (e.g., recruitment, pay, training) as a part of business strategy;
– Their managers usually play an important role in strategic planning of organizations
The role of HR managers
• They have to decide policies and actions that are consistent with their goals!
• There are many strategies they can choose in various HR contexts
• The choices may be different for different business strategies
Strategic HR Choices
Strategic HR choices
• Managers or top-management have to decide policies and actions that are consistent with their goals!
• There are many strategies they can choose in various HR contexts
• The choices may be different for different business strategies
Some strategic HR Choices
• Work FlowsEfficiency InnovationControl FlexibilityExplicit job description Broad job
classesDetailed work planning Loose work
planning
• Staffing Internal recruitment External recruitment Supervisor makes hiring HR makes hiring Fit in with firm’s culture Skill and qualification Informal hiring Formal hiring
• Separations Inducing voluntary retirement Layoffs Hiring freeze Recruitment as needed Continuing support after termination Letting them fend for themselves Preferential rehiring No preference
• Performance appraisal Customized appraisals Uniform appraisal procedures Multiple-purpose appraisals Control-oriented appraisals Multiple inputs (peers, subordinate) Supervisory input only
• Training and development Individual training Team training Job-specific training Generic training Buy skills with higher wages Make skills at lower
wages
• Compensation Fix pay Variable pay Job-based pay Individual-based pay Seniority-based pay Performance-based
pay Centralized pay decisions Decentralized one
• International management Create global company culture Adapt to local culture Rely on expatriates Rely on own country nationals Repatriation agreement No formal repatriation Universal company policies Country-specific company
polices
Choices of HR strategies
• No HR strategy is “good” or “bad” in and of itself
• Depend on situation context
• Fit between the strategies and organizations
Outline
• Business Strategy
• Strategy and HRM– Strategic HR Choices
• Importance of strategic HR Planning
Importance of strategic HR planning
• Encourage proactive behavior– Vision, active, anticipation
• Translating the strategic plans into actions
• A good HR planning makes strategic HR choices that fit the overall organizational strategies
A good HR planning
• Fits organizational strategies
• Fits environments
Conclusions
• HRM is at a strategic level
• Managers can formulate HR functions in a way that facilitate business strategies
• It is a matter of fit between the HR choices and (1) business strategies, and (2) environments