Strategic human resource management (SHRM) aligns a company's human resource strategies and policies with its business strategies and objectives. The document discusses key concepts in SHRM including determining strategic objectives, developing action plans, the four components of SHRM, and linking business and HR strategies. It also covers frameworks for SHRM such as strategic fit, HR bundles, and theoretical perspectives including fit, functional, economic, and typological. Examples are provided of alternative HR strategies in different industries and how competition is changing HR practices in retail banking.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
Strategic HRM Alignment Business and HR ExcellenceSeta Wicaksana
Strategy is a term that comes from the Greek strategia, meaning "generalship." In the military, strategy often refers to maneuvering troops into position before the enemy is actually engaged
About Human Resources Management (HRM), its objectives, benefits, different stratergies under HRM, challenges faced by HRM and covering Personnel Management (PM) and Strategic Human Resource Management (SHRM). Also, comparing these different managements with HRM
SHRM is concerned with decisions about HR practices, the composition and behaviors of employees, and the effectiveness of these decisions.
These strategic process is comprehensive, planned and contribute to the success of the organization and has long-term value creating potentiality. SHRM is the management of HR philosophies, policies, and practices to enable the achievement of the organizational strategy.
Generally, these philosophies, policies, practices, develops a system to attract, develop, utilize, and retain employees for smooth functioning of the organization.
Strategy meaning
Strategy concept
Strategic management
Strategy management process
Strategic HRM
Aims of strategic HRM
Approaches to strategic HRM
HR strategies
Types of Hr strategies
Difference between strategic HRM and HRM
Hard & soft elements of HRM
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
2. “Strategy comes out of process of ascertaining
objectives of business unit, making necessary
changes in such objectives taking decisions in
respect of utilization of required resources, for
achieving objects & taking policy decisions
decisions to get resources,its use & its disposal”
Strategic Management-As per general opinion,
strategic management means strategic planning
implemented by the management for solution of
various problems arose in the area of production,
employees,& finance to the business unit.
3. Scope of Strategic Management
To fix mission of the unit
To make favourable internal environment
Analysis & evaluation of External environment
SWOT analysis to be made
Selection of new alternatives to achieve mission
To develop grand strategy
To fix short-term annual targets
To raise resources & facilities
Evaluation & control on activities.
4. HR Strategy
HR Strategy is concerned with two key elements
Determining the strategic objective
2. Developing a plan of action
1.
5. Strategic Human Resource
Management
Strategic Human Resource
Management is an approach relates to
decisions about the nature of
employment
relationship,recruitment,training,develop
ment,performance
management, reward,& employee
relationship.
7. An organization uses combination of
several resources Tangible & Intangible
resources
A) Physical capital resources
B) Organizational capital resources
C)
Human capital resources
8. Human resources as assets
HR are not
owned by firm
Value of HR
may decline
HR
Assets
Cannot be
duplicated
Can walk over
to other
organizations
9. The VRIO Framework
VRIO framework a resource based view of an
organization determines the value of human
resources for the organization on the basis of four
criteria-value,rareness,imitability & organization.
Rarene
ss
Value
VRIO
Organiz
ation
Imitabili
ty
10. The Investment perspective of
Human Resource
Factors Determining the investment orientation of
an organization
1. Management values
2. Attitude towards risk
3. nature of skills needed by employees
4. „utilitarian‟ or „bottom-line‟ perspective
5. availability of outsourcing
12. Objectives of SHRM
To ensure the availability of a skilled,commited, &
highly motivated workforce in the organization to
achieve sustained competitive advantage.
To provide direction to the organization so that
both the business needs of the organization & the
individual & collective needs of its workforce are
met.
13. Difference b/w SHRM & Traditional
HRM
Traditional HRM
SHRM
Focus of activity
Employee relations
Partnership with internal
& external groups
Role of HR
Reactive & transactional Proactive &
transformational,
change leader
Initiative for change
Slow & not integrated
with larger issues
Fast,flexible &
systematic
Time Horizon
Short-term
Consider various time
frames
Control
Bureaucratic control
Organic control
Job design
Focused job design
Broad job design
Important investment
Capital,products,technol People & their
ogy & finance
knowledge skills &
abilities
14. Difference b/w SHRM & HR Strategy
SHRM
HR Strategies
• A general approach to strategic
management to HR
• Aligned with the organizational
intention with future directions
• Focus on long term people issue
• Defines the areas in which specific
HR strategies need to be developed
• Focus on macro concern such as
structure & culture
• Strategic HRM decisions are built
into strategic business plans
• Outcome of the general SHRM
approach.
• Focus on specific organizational
intentions about what needs to be
done.
• Focus on specific issues that
facilitate the achievement of
corporate strategy.
• Human resource strategy derived
from SHRM
15. Strategic FIT: A Conceptual
Framework
The strategic fit proposes that if an organization
seeks to maximize its competitive advantage, it
must match its internal resources & skills with
opportunities available in the external
enviornment.
Five types of Fit1. Best fit approach
2. Fit as contingency
3. Best Practice approach
4. Fit getalt
5. Fit as bundles.
16. Strategic FIT: A Conceptual
Framework
Best Fit Approach-This linkage is reffered
as external fit or vertical integration means the
linkage of HR strategies with business
strategies.
Bases of classification of HR Strategies:
Different types of business strategies
Stages in the business or product cycle
Types & number of products
HR strategy classification
17. HR Practices corresponding to the
stages of an organization‟s life cycle
Life Cycle Stages
HR Practices
Start-up
• Flexible patterns of work
• Recruitment of highly motivated &
committed employees.
• Competitive pay
•Little formality
Growth
• More sophisticated recruitment &
selection
• Training & development
• Performance Mgmt process
• Reward systems
• Developing stable employee
relations
Maturity
• Attention to the control of labour
cost
• Focus on increasing productivity
• Control compensation
Decline
• Emphasis on rationalization of
19. Miles & Snow‟s Classification of
Business Strategy with HR strategy
Dominant culture of organization
(Business Strategy)
HR strategy
Defenders
Find change threatening
Favour strategies which
encourage continuity & security
Bureaucratic approach
Planned & regularly maintained
policies
Build human resource
Prospectors
Thrive on change
Favour strategies of product or
market development
Creative & flexible management
style
Have high quality human resource
Little opportunity for long term HR
planning.
Emphasize on
recruitment,selection & performance
based compensation
Analyzers
Seek to match new ventures
with the present business set-up
These firms are followers- the
Low level of monitoring &
coordination
„Buy‟ as well as „Make‟ key human
resources
20. Other frameworks
Golden & Ramanjuman(1985)-4 types of linkage
1. Administrative Linkage
2 .One way linkage
3. Two way linkage
4. Integrated Linkage
21. „HR Bundles‟ Approach
In general terms the bundles approach is also
termed as internal fit or horizontal integration. The
purpose of bundling is to bring about coherence
b/w HR practises.Coherence exist when a
mutually reinforcing set of HR practices is
developed to contribute to the strategic objectives
of the organizations so that these practices
ensure the matching of resources to the needs of
organization & bring about the performance
quality.
22. Best Practice Approach
This approach focus on the view that organizations
should adopt best practice irrespective of the context.
According to this view, superior management
practices are readily identifiable & are transferable
across organizations.
It contains employment security
Selective hiring
Team working
High pay contingent
Extensive training
Reduction of status differences
Information sharing
25. Theoretical Perspectives of
SHRM
Fit Perspective-match its internal resources & skills
with opportunities available in the external
environment.
Functional Perspective-An organization performs
best when each departmental unit maximizes its
contributions limited to its unique area of expertise.
Economic perspective- Human resources are a
unique & distinguishable source of competitive
advantage.
Typological Perspective-Three distinct ‘types’ of
HR strategies
Inducement
Investment
Involvement
26. SHRM Approaches: The Indian
Context
Three Major approaches to understanding people function developed in
India are presented-
Integrated
System Model
SHRM(Indian
context)
HRD
Framework
HRD as an
approach
27. Alternative HR Strategies
Contract companies in manufacturing sector- The
use of contract workers has increased
significantly at the production sites in electric &
auto industries.
Business Strategy of Contract firmsOperation
Workers’ Skill
Workers’ Skill
Management
Policy
Level
(Development
Type)
Level
(Acquisition
Type)
Contractormanaged type
Development/Cont
ractor-managed
type
Acquisition/Contra
ctor-managed type
Client Managed
type
Development/Clien Acquisition/Client
t Managed type
Managed type
28. Restructuring & SHRM in Healthcare
Organization
The healthcare industry is in a growth mode & there is
high level of focus on healthcare cost. As the part of
strategy, the hospital industry is likely to engage in
downsizing & restructuring
Steps involved in plan to restructuring of hospital
Environmental scan prior to developing restructuring
activities.
The environmental scan will result in defining the
business strategy
Pre-structuring
Re- structuring
Post-restructuring
29. Competition related HRM changes in
the Retail Banking Industry
Since the mid-1990s,the retail banking divisions of
commercial banks are under pressure to change the
way they do business banks are faced with an
extremely competitive environment as well as threats
from non-banking institutions
Focus or Niche Strategy-the typical initiatives are
as follows:
being a „one-stop‟ financial service provider.
Aggressive selling to new customers
Aggressive cross selling of new products to existing
customers.
Establishing a presence in chosen geographical
markets.
Establishing alternative channels of delivery of