Strategic HRM

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Strategic HRM

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Strategic HRM

  1. 1. Strategic HRM Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA, PhD(Mgt) Professor Al-Qurmoshi Institute of Business Management, Hyderabad - 500005
  2. 2. What is Human Resource Management (HRM)?  HRM is the effective use of human resources in order to enhance organizational performance  HRM is the art of procuring, developing & maintaining competent workforce to achieve the organisational goals in an effective & efficient manner
  3. 3. What is Strategy?  The determination of the basic long-term goals and objectives of an enterprise and the adoption of courses of action and the allocation of resources necessary for carrying out these goals.
  4. 4. Hierarchy of Strategy  Corporate: organization’s overall direction and general philosophy. Key question: What business are we in?  Business: Make each business unit more competitive in market-place. Key question: How do we compete?  Functional: major functional operations to maximize resource productivity. Key question:How do we support the business-level competitive strategy?
  5. 5. What is Strategic HRM?  Strategic HRM is developing and implementing HR policies and practices that will enable the organization to achieve its strategic objectives.  It is about how the employment relationships for all employees can be managed in such a way as to contribute optimally to the organization’s goal achievement.
  6. 6. HR Practices Linked With Competitive Strategy  Recruitment  Training  Career Path  Promotions  Socialization  Openness
  7. 7. High Performance Practices  Features  Comprehensive selection/recruitment procedures  Incentive based compensation  Extensive employee involvement/training  Expected Results  Improved knowledge, skills, and abilities of employees  Increased motivation  Reduced absenteeism  Enhance retention of quality employees
  8. 8. High Commitment Practices  Sophisticated selection and training  Emphasis on values, human relations skills, and knowledge skills  Behavior-based appraisal  Single status policies  Contingent pay systems
  9. 9. Core responsibilities of the HR function in Strategic HRM  Right number of qualified employees.  Right skills and knowledge.  Appropriate behaviours  Meet organization’s motivational needs.
  10. 10. Strategic HRM - Matching Model  Integration or ‘external fit’ of business strategy with HR strategy 1. Link HR policies/practices with strategic management. 2. Line managers internalize importance of HR. 3. Integration of the workforce to foster commitment to strategic goals.
  11. 11. Strategic HRM - Matching Model  Link between corporate strategy and HR strategy.  ‘HR strategies’: patterns of decisions regarding HR policies and practices that are used by management to design work and select, train, develop, appraise, motivate and control workers.

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