Gmb 6070 session 1 - may 9th (fil eminimizer)

Role of STRATEGIC Human Resources Management (HRM) in Business strategy
GMB 6070 - Session 1
9th May ‘11
9th May '11
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GMB 6070 - SHRM 1

Presentation Plan
Introduction
Leveling – (Expectations, Group formations, Assessment, Evaluation and Grading)
Concept of Human Resource Management Strategy
Strategic role of Human Resource Management
HRM and Personnel Management
HRM and Corporate and Business Strategy
Role of HRM in Strategy formulation - (planning, formulation, development and implementation effectiveness)
Group work and Reading Assignment
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Introduction
Map network opportunities for comparison and benchmarking
Form discussion and presentation Groups (Name for team identity and inspiration)
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Leveling – (Expectations, Assessment, Evaluation and Grading)
Individual expectations
Course work expectations
Attendance
Group work presentations
Individual assignments
Reading Assignments
Case Studies
Assessment and Grading
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Concept of Strategic Human Resources Management
Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance.John Bratton
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…Strategic Human Resources Management
Conceptual quotes
‘If a global company is to function successfully, strategies at different levels need to inter-relate.’
‘An organization’s [human resource management] policies and practices must fit with its strategy in its competitive environment and with the immediate business conditions that it faces.’
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…Concept of Strategic Human Resources Management
‘The [human resources–business strategy] alignment cannot necessarily be characterized in the logical and sequential way ….. rather, the design of an HR system is a complex and interactive process.’
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The word ‘strategy’, was derived from the Greek noun strategus, meaning ‘commander in chief’
It was first used in the English language in 1656.
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The development and usage of the word suggests that it is composed of stratos (army) and agein (to lead).
In a management context, the word ‘strategy’ has now replaced the more traditional term – ‘long-term planning’ – to denote a specific pattern of decisions and actions
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Wheelen and Hunger (1995, p. 3) define strategic management as ‘that set of managerial decisions and actions that determines the long-run performance of a corporation’.
Hill and Jones (2001, p. 4) took a similar view when they defined strategy as ‘an action a company takes to attain superior performance’.
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How HRM links into Corporate Strategy
Mission and goals
Environmental analysis
Strategic formulation
Strategy implementation
Strategy evaluation.
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…Linking SHRM to Corporate Strategy
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…Linking SHRM to Corporate Strategy
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…Linking HRM to Corporate Strategy
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Miles and Snow (1984) have identified four modes of strategic orientation:
Defenders
Prospectors
Analyzers
Reactors
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Many HR management gurus have championed the evolving and expanding strategic role of HR professionals.
But a recent report from the Conference Board of Canada seems to indicate that most HR executives feel they aren’t very involved with their companies’ strategic plans.
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In a recent survey of 155 senior-level HR executives 63% of the respondents felt that ‘HR is never, rarely or only sometimes’ a major part of their companies’ overall strategy.
The remaining 37 per cent did feel that HR plays a significant role in their companies’ strategic planning.
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According to researchers with the Conference Board, employees at companies that encourage HR participation in strategic planning have a stronger understanding of their functions within the organization. ‘
There is a strong correlation between those companies that say HR is always linked to the strategic process, and how well the companies’ employees understand where the company wants to go’, says Brian Hackett, a senior HR specialist with the board.
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According to the work of management gurus such as (example Ouchi, 1981; Peters & Waterman, 1982), the importance of the effective management of people was affirmed as a source of competitive advantage.
A framework emphasizing the strategic role of the HR function (for example Beer et al., 1985; Fombrunet al., 1984) and attaching the prefix ‘strategic’ to the term ‘human resource management’.
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Strategic management is considered to be a continuous activity that requires a constant adjustment of three major interdependent poles:
Values of senior management,
Environment,
Resources available
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Strategic Role of HRM - (Planning, Organizing, Staffing, Leading, Controlling)
Planning
Goals and standards
Rules and procedures
Plans and forecasting.
Organizing
Tasks
Departments
Delegating Authority and communication
Coordinating
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…Strategic Role of HRM - (Planning, Organizing, Staffing, Leading, Controlling)
Staffing
Hiring
Recruiting
Selecting
Performance standards
Compensation
Evaluating performance
Counseling
Training and developing
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Leading
Getting the job done
Morale
Motivation
Controlling
Setting standards
Comparing actual performance to standards
Corrective action
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Strategic Partnership
Imparting managers with soft skills
Job analyses
Labor needs
Recruit
Select candidates
Orient and train
Wages and salaries
Incentives and benefits
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HRM and Personnel Management
Human Resource Management could be described in two ways.
Strategic
Proactive.
Strategies are ongoing and they constantly work towards managing and developing an organizations workforce.
It can be seen as Proactive arising from continuous nature of development and functions that focus on the improvement of the organization’s workforce.
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Human Resources Management
In human resource management almost everybody in Managing Position plays a part in Training and Development.
They aim is to have many different Managers in various departments with the necessary skills to handle employee issues that arise
HRM holds the view that improved performance leads to employee satisfaction.
HRM sees work groups, effective strategies for meeting challenges, and job creativity as primary motivators."
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Personnel Management
Personnel Management can be described as reactive.
Personnel management responds to demands and concerns as they are presented.
Personnel management can include administrative tasks that are both traditional and routine.
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…Personnel Management
"When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management.
Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization.
A primary goal of human resources is to enable employees to work to a maximum level of efficiency.
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…Personnel Management
From Personnel Management perspective, motivation of employees depends largely on compensation, bonuses, rewards, and the simplification of work responsibilities. i.e., employee satisfaction provides the motivation necessary to improve job performance.
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Group work
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Reading Assignment
Read Course Text – Anthony, Kacmar and Perrewe ( 2006 ) - Ch. 1 and 4
Read Michael Armstrong (2007) Strategic Human Resource Management, Kogan Chap. 1 and 2
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End
Thank you
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Gmb 6070 session 1 - may 9th (fil eminimizer)

by jwtnasirembe on Jun 29, 2011

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Gmb 6070 session 1 - may 9th (fil eminimizer) Presentation Transcript