3. The Topics
What is Strategic HRM?
What are the forces creating a need for
Strategic HRM?
How can Strategic HRM use data and
metrics to design and evaluate its
processes?
3
4. Strategic HRM is Vital
Because an organization must have people
who are involved in the development of the
business strategy, understand it, are
committed to it, and can make a
contribution to its success
4
5. What is Strategic HRM?
It is how an organization uses its
people to help form and execute its
business strategy
6. Steps in the Strategic HRM
Process
New Business HR Must be a Key
Strategy Player in this
SWOT Analysis Process.
Assess HR Capacity Design New
Organization
Develop Core
Competencies Assess new core
competencies
Test and Evaluate
Recruit
Initiate HR Practices
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7. Standardization Processes
ISO – Int’l Standards HR Implications:
Organization
Organizational
HACCP - Hazard
Analysis and Critical Structure
Control Points Recruitment/Selection
CE Mark – conformance Training and
certification for EEZone
marketing Development
GMP – Good Performance
Manufacturing Practice Evaluation
Reward
7
8. What is ISO? (International Organization for
Standards)
Assure Product Changes:
Consistency Management
Develop Quality Responsibility
System Attention to Detail
Do Gap Analysis Get it Right the First
Quality Manual Time
Process Control Decrease Inspection
Documentation and Testing
8
9. What are the HRM Changes?
Cultural
Organizational
Recruitment and Selection
Training and Development
Performance Management
Reward System
9
10. What is a CE Mark (“Conformite Europene”)
EU Requirements for Required Changes
Product Safety Tight Internal Control
Steps: of Production
Disclosure Production Quality
Minimize Variations Assurance
Compatibility Product Quality
Quality Performance Assurance
Loss Prevention
10
11. What are the HRM
Implications?
Organizational New Commitment to
Recruitment and Invest in People
Selection
Training and
Development
Performance
Management
Reward System
11
12. What is HACCP? (Hazard Analysis And Critical
Control Points)
Produce Safe Food Resulting Changes:
Steps: Prevention vs. Testing
Describe Product Documentation
Critical Points/Flow Get Right First Time
Critical Limits and Less Recalls/Customer
Risks Satisfaction
Monitoring Higher Productivity
Correct/Verify
12
13. What are the HRM
Implications?
How would jobs change?
New commitment to people issues
How would you measure?
13
14. Case Example - Export/WTO
Enhance Productivity - What are HRM
Machines, Production Implications?
Management, Lower
Costs.
14
15. Case Example - New Strategies
Production What are the HRM
Management Challenges?
Flexibility - Quick to
change/Quick to
market
E-Commerce?
Industrial Integration
15
16. Global Competitiveness
HRM Challenges: HRM Challenges
Convert to Teams New Job Design
Delegation New Accounting/MIS
Empowerment New Performance
New Selection Evaluation and
New Training Accountabilities
New “Authorities”
New Rewards
All Must Be Linked
16
17. New Strategies - Strategic
Partner
Contract Packing Information
No more “A to Z” Technology
Joint Ventures for E-commerce
New Products New Niche Marketing
Mergers Industrial Integration
Venture Capital
Public Ownership
Licensing
17
18. What are the HRM issues?
New Organization How would you
New Culture manage this change?
Competencies
Dispute Resolution
Selection
Training/Development
Career Paths
Rewards
18
19. What About Measurement?
We have designed and pursued a new
business strategy.
We have instituted new HRM changes and
interventions
How and why do we use data and metrics to
both design and evaluate such HR
practices?
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20. Protocols for Measurement -
The Balanced Score Card
Financial Customers
Employees Business Development
20
21. Points for Measurement
Convert “soft” to Apply Balanced
hard Scorecard
Establish Baselines Connect to business
Make causal strategy
connection
21
22. Factors Affecting HRM?
Legal Environment
Demand, Supply, Education of Human
Resources
Economic Conditions of Area
22
Editor's Notes
HRM Challenges : Change Culture Change Competencies Change Selection Change Training and Development Change Career Paths Change Organizational Structure Teams New Rewards Incentives
Work Management Process: Better Raw Material Acquisition Improper Crewing Poor Methods and procedures Bottle Necks No materials, supplies Waiting for instructions Change over interruption Personal Time Line Balancing Overstaffing Poor Scheduling Clean Up Down Time
What are the HRM Implications? International Standards Partnership Mentality Ability to Assess Operations New Ways to Measure Performance Develop More Sophisticated Marketing Strategies - Not just sales Invest in People Avoid HRM “Fads”
