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

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  • 1. Role of STRATEGIC Human Resources Management (HRM) in Business strategy
    GMB 6070 - Session 1
    9th May ‘11
    9th May '11
    1
    GMB 6070 - SHRM 1
  • 2. 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
    9th May '11
    2
    GMB 6070 - SHRM 1
  • 3. Introduction
    Map network opportunities for comparison and benchmarking
    Form discussion and presentation Groups (Name for team identity and inspiration)
    9th May '11
    3
    GMB 6070 - SHRM 1
  • 4. Leveling – (Expectations, Assessment, Evaluation and Grading)
    Individual expectations
    Course work expectations
    Attendance
    Group work presentations
    Individual assignments
    Reading Assignments
    Case Studies
    Assessment and Grading
    9th May '11
    4
    GMB 6070 - SHRM 1
  • 5. 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
    9th May '11
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  • 6. …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.’
    9th May '11
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  • 7. …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.’
    9th May '11
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  • 8. …Concept of Strategic Human Resources Management
    • The word ‘strategy’, was derived from the Greek noun strategus, meaning ‘commander in chief’
    • 9. It was first used in the English language in 1656.
    9th May '11
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  • 10. …Concept of Strategic Human Resources Management
    • The development and usage of the word suggests that it is composed of stratos (army) and agein (to lead).
    • 11. 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
    9th May '11
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  • 12. …Concept of Strategic Human Resources Management
    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’.
    9th May '11
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    GMB 6070 - SHRM 1
  • 13. How HRM links into Corporate Strategy
    Mission and goals
    Environmental analysis
    Strategic formulation
    Strategy implementation
    Strategy evaluation.
    9th May '11
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  • 14. …Linking SHRM to Corporate Strategy
    9th May '11
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  • 15. …Linking SHRM to Corporate Strategy
    9th May '11
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  • 16. …Linking HRM to Corporate Strategy
    9th May '11
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  • 17. …Linking HRM to Corporate Strategy
    9th May '11
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  • 18. …Linking HRM to Corporate Strategy
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  • 19. …Linking HRM to Corporate Strategy
    Miles and Snow (1984) have identified four modes of strategic orientation:
    9th May '11
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  • 23. …Linking HRM to Corporate Strategy
    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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  • 24. …Linking HRM to Corporate Strategy
    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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  • 25. …Linking HRM to Corporate Strategy
    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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  • 26. …Linking HRM to Corporate Strategy
    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’.
    9th May '11
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  • 27. …Linking HRM to Corporate Strategy
    Strategic management is considered to be a continuous activity that requires a constant adjustment of three major interdependent poles:
    • Values of senior management,
    • 28. Environment,
    • 29. Resources available
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  • 30. Strategic Role of HRM - (Planning, Organizing, Staffing, Leading, Controlling)
    Planning
    • Goals and standards
    • 31. Rules and procedures
    • 32. Plans and forecasting.
    Organizing
    • Tasks
    • 33. Departments
    • 34. Delegating Authority and communication
    • 35. Coordinating
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  • 36. …Strategic Role of HRM - (Planning, Organizing, Staffing, Leading, Controlling)
    Staffing
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  • 44. …Strategic Role of HRM - (Planning, Organizing, Staffing, Leading, Controlling)
    Leading
    Controlling
    • Setting standards
    • 47. Comparing actual performance to standards
    • 48. Corrective action
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  • 49. …Strategic Role of HRM - (Planning, Organizing, Staffing, Leading, Controlling)
    Strategic Partnership
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  • 57. 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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  • 58. 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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  • 59. 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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  • 60. …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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  • 61. …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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  • 62. Group work
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  • 63. 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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  • 64. End
    Thank you
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