strategic human resource management. exhibit 4-1 possible roles assumed by hr function

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Strategic Human Strategic Human Resource Management Resource Management

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Page 1: Strategic Human Resource Management. Exhibit 4-1 Possible Roles Assumed by HR Function

Strategic Human Strategic Human Resource Resource

ManagementManagement

Page 2: Strategic Human Resource Management. Exhibit 4-1 Possible Roles Assumed by HR Function

Exhibit 4-1Possible Roles Assumed by HR

Function

Page 3: Strategic Human Resource Management. Exhibit 4-1 Possible Roles Assumed by HR Function

Exhibit 4-4Lepak & Snell’s Employment

Models

Page 4: Strategic Human Resource Management. Exhibit 4-1 Possible Roles Assumed by HR Function

Exhibit 4-7

Outcomes of Strategic HR

Page 5: Strategic Human Resource Management. Exhibit 4-1 Possible Roles Assumed by HR Function

Barriers to Strategic HR

• Strategic contribution• Business knowledge• Personal credibility• HR delivery• HR technology

Page 6: Strategic Human Resource Management. Exhibit 4-1 Possible Roles Assumed by HR Function

Exhibit 4-5

Traditional HR Versus Strategic HR

Page 7: Strategic Human Resource Management. Exhibit 4-1 Possible Roles Assumed by HR Function

Exhibit 4-8Model of Strategic HR

Management

Page 8: Strategic Human Resource Management. Exhibit 4-1 Possible Roles Assumed by HR Function

Reading 4.2 Understanding HRM-Performance

Linkages

•To create strong situations with unambiguous messages about appropriate behavior, HRM systems should have:–Distinctiveness–Consistency–Consensus