R&D Meaning, approaches of strategic implementation, types of R&D, types of human resource strategies, strategic role of human resource maagement

1. Submitted by: Akshara Mahesh

2. RESEARCH AND DEVELOPMENT –
Meaning
• Research refers to market research and development mean
development of a new product.
• A work which is directed towards the innovation, introduction
and improvement of products and processes. R&D spending
helps identify new products, new users for existing products
and new methods for making products.
• Research and development is necessary so as to face the
challenges or threats kept forth by the competitors and to
meet the changing preferences of their customers.

3. • Market research is carried out for development of new
products or technologies to meet the unmet needs of
customers.
• Research and development personnel can play an integral
part in strategy implementation.
• Organizations use R&D strategy that ties external
opportunities to internal strengths and is linked with
objectives.

4. Research and development approaches
for strategic implementation:
1. The first strategy is to be the first firm to market new
technological products.
2. The second is to be an innovative imitator of successful
products, thus minimizing the risk and cost of start-up.
3. The third strategy is to be a low-cost producer by mass-
producing products similar to but less expensive than
products recently introduced.

5. Types of Research and development:
1. Basic Research:
When research aims to understand a subject matter more
completely and build on the body of knowledge relating to it and
formulate theory. it is not solution oriented and based on general
theories and its improvisation and development. Example:
research in the field of pure mathematics or natural phenomenon,
A mathematician could publish a new theory or theorem with no
application in mind.
2. Applied Research:
Applied research has more specific and directed objectives. It aims
at finding a solution for a problem facing a society or an industrial
organization. It takes the form of social survey. example: treat or
cure of a specific disease , immediate fall in the sale of products of
an organization.

6. 3. Development:
Development is when findings of a research are utilized for
the production of specific products including materials,
systems and methods. Development is research that
generates requisite knowledge and designs for production
and converts them.
Example of research and development strategy:
When Bausch & Lomb became aware that its principal
competitors were almost a year ahead in developing the new
lenses, management made R & D a top priority item. As a
result, the company made several scientific breakthroughs,
shortened the time required to introduce new products and
greatly enhanced both total sales and profits- and all with a
smaller workforce than the company used to employ.

7. HUMAN RESOURCE
STRATEGIES

8. Strategy and Human Resource Management:
The department of a business or an organization that deals with
hiring, administration and training of staff :-Human Resource
An effective human resource strategy includes the way in which
the organization plans to develop its employees and provide them
suitable opportunities and better working conditions. This implies
selecting the best available personnel, retaining, motivating and
empowering employees to perform well in direction of corporate
objectives. For this strategic focus should be given in the
following points:
♦ Pre-selection practices including human resource planning and
job analysis. Identify vacancy and evaluate need. develop
positing description, develop recruitment plan, review applicants
and short list.

9. ♦ Selection practices meant to staff various positions in the
organization. Through process such as:- tests, interviews,
background examination, checking references etc.
♦ Post-selection practices to maintain and improve the workers
job performance levels. Human Resources decisions related
to training and development, performance appraisal,
compensation and motivation should be based on corporate
strategy of the organization
Types of human resource strategies
1. Overarching HR strategies: Overarching strategies
describe the general intentions of the organization about
how people should be managed and developed, what
steps should be taken to ensure that HRM processes the
organization can attract and retain the people it needs,
and ensure so far as possible that employees are
committed, motivated and engaged

10. 1. Specific HR strategies: Specific HR strategies set out what
the organization intends to do in areas such as:
 Talent management - how the organization intends to 'win
the war for talent'. How well they are able to manage the
talented or skilled employees.
 Continuous improvement – leads to leadership
development, better teamwork, reducing turnover etc.
 Knowledge management - creating, acquiring, capturing,
sharing and using, managing knowledge to enhance
learning and performance and there by achieve
organizational objectives.
 Resourcing - attracting and retaining high quality people.
This is done through recruitment and selection processes.

11.  Employee relations - defining the intentions of the
organization about what needs to be done and what needs
are to be changed is the ways in which the organization
manages its relationships with employees and their trade
unions.
 Reward management – formulation of policies that aim to
reward people fairly, equitably and consistently in
accordance with their value to the organization.

12.  Strategic Role of Human Resource
Management:
1. Providing purposeful direction: The human resource
management must be able to lead people and the
organization towards the desired direction involving
people right from the beginning..
2. Diversion of workforce: . Workforce diversity can be
observed in terms of male and female workers,
young and old workers, educated and uneducated
workers, unskilled and professional Employee,
different castes, religious and nationalities.
3. Empowerment of human resources: Empowerment
means authorizing every member of a society or
organization to take of his/her own destiny realizing
his/her full potential.

13. 4. Development of works ethics and culture: A vibrant work
culture will have to be developed in the organizations to
create an atmosphere of trust among people and to
encourage creative ideas by the people.