The document discusses strategic human resource management (HRM). It defines strategic HRM as ensuring the organization has skilled, engaged employees to achieve competitive advantage. The three key propositions of strategic HRM are that human capital plays a strategic role, HR strategies should integrate with business plans, and individual HR strategies should cohere. The roles of HR managers include translating vision into meaningful formats, acting as change agents and strategic partners. Strategic HRM involves environmental scanning, strategy formulation, implementation, evaluation and control. The goals are to enhance organizational performance and have HR proactively participate in strategic decision making.
- Outline the steps in the strategic management process.
- Explain and give examples of each type of company wide and competitive strategy.
- Explain what a strategy-oriented human resource management system is and why it is important.
- Illustrate and explain each of the seven steps in the HR Scorecard approach to creating human resource management systems.
Strategic human resource management and strategic management processVARUN SHARMA
hey guys!! it is my second presentation on Strategic Human Resource Management and Strategic Human Resource Management Process..have a look and give me suggestions for it :)
- Outline the steps in the strategic management process.
- Explain and give examples of each type of company wide and competitive strategy.
- Explain what a strategy-oriented human resource management system is and why it is important.
- Illustrate and explain each of the seven steps in the HR Scorecard approach to creating human resource management systems.
Strategic human resource management and strategic management processVARUN SHARMA
hey guys!! it is my second presentation on Strategic Human Resource Management and Strategic Human Resource Management Process..have a look and give me suggestions for it :)
This presentation contain the detail about Human resource management & strategy. And the stages of strategic management. Principles of labour legislation. Strategy Formulation Process etc..
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
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR 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
This presentation contain the detail about Human resource management & strategy. And the stages of strategic management. Principles of labour legislation. Strategy Formulation Process etc..
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
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR 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
How a strategic human resource management is helpful to a business organizati...Mr. Business Magazine
Often business organizations struggle with aligning a strategic human resource management. Strategic Human Resource Management is not merely a set of practices.
2. Group 9
Presented by :
Madhu Rana
Priyanka
Jitendra Singh
Bhumika Ratan
Charu Goel
3. • Formulating HR policies and introducing practices that
produce staff competencies and behaviors that the
company needs to achieve its strategic goals.
• HR managers today are more involved in partnering with
their top managers in both designing and implementing
their companies’ strategies
• Top management wants to see, precisely, how the HR
manager’s plans will make the company more valuable.
4. ‘seeing the people of the organization as
a strategic resource for the
achievement of competitive advantage’
The set of managerial decisions and actions that determines the long-
run performance of a corporation. It includes:
environmental scanning (internal & external)
strategy formulation
strategy implementation
evaluation and control
It focuses on integrating management, marketing, finance/accounting,
production/operations, research and development, and computer
information systems to achieve organizational success.
5. HR Practices Linked With
Competitive Strategy
Recruitment
Training
Career Path
Promotions
Socialization
Openness
6. Basics Of Strategic HRM
HR Programs to enhance overall
organizational performance
HR in organization strategic planning
from start
Pro-actively participate in big picture
decision making
Redesign organizations and the work
processes
Measure financial results of all HR
activities
7. AIMS OF STRATEGIC HRM
“To generate strategic capability by ensuring
that the organization has the skilled,
engaged and well-motivated employees it
needs to achieve sustained competitive
advantage.”
8. Benefits of Strategic Management
Clearer sense of strategic vision
Sharper focus on what is strategically important
Improved understanding of rapidly changing environment
Identifying and analyzing external opportunities and threats that may be crucial to
the company's success.
Provides a clear business strategy and vision for the future.
To supply competitive intelligence that may be useful in the strategic planning
process.
To recruit, retain and motivate people.
To develop and retain of highly competent people.
To ensure that people development issues are addressed systematically.
To supply information regarding the company's internal strengths and weaknesses.
To meet the expectations of the customers effectively.
To ensure high productivity.
To ensure business surplus thorough competency
9. Role of HR Manager
• HR managers
increasingly rely on IT to
help support the
company’s strategic aims
• Change Agent - translate
vision statements into
meaningful format.
• Strategic partner -
training centre, design
centre..
10. Strategic HRM is based on
three propositions:
1. The human resources or human capital of an organization play a
strategic role in its success and are a major source of competitive
advantage.
2. 2. HR strategies should be integrated with business plans (vertical
integration ) ‘The central premise of strategic human resource
management theory is that successful organizational performance
depends on a close fit or alignment between business and human
resource strategy
3. 3. Individual HR strategies should cohere by being linked to each
other to provide mutual support (horizontal integration)
11. Strategic Management Model
Strategy
Formulation
Strategy
Implementation
Evaluation
and Control
Mission
Objectives
Strategies
Policies
Feedback/Learning
Environmental
Scanning
Societal
Environment
General Forces
Task
Environment
Industry Analysis
Structure
Chain of Command
Resources
Assets, Skills
Competencies,
Knowledge
Culture
Beliefs, Expectations,
Values
Reason for
existence
What results
to
accomplish
by when Plan to
achieve the
mission &
objectives Broad
guidelines for
decision
making
Programs
Activities
needed to
accomplish
a plan
Budgets
Cost of the
programs
Procedures
Sequence
of steps
needed to
do the job
Process
to monitor
performance
and take
corrective
action
Performance
External
Internal
12. Stages in Strategic management
Environmental analysis - human resource
environment, human resource legal environment –
Establish organizational direction
Strategy formulation – Human resource planning
Strategy implementation – Work force utilization and
employment practices – Reward and development
system
Strategic control – Performance impact of human
resource practices – Human resource evaluation.
13. Strategy Formulation
The process of developing long-range plans to deal
effectively with environmental opportunities and threats
in light of corporate strengths and weaknesses.
Composed of:
Mission
Objectives
Strategies
Policies
14. Mission
The purpose or reason for the corporation’s
existence. It tells who the company is, what
they do as well as what they’d like to become.
15. Objectives
The end results of planned activity. They state
WHAT is to be accomplished by WHEN. They
should be quantified, if possible.
Should be specific, measurable and obtainable.
16. Strategies
A strategy is a comprehensive master plan stating HOW the
corporation will achieve its mission and objectives. There are
three types:
Corporate - a corporation’s overall direction and the management
of its businesses.
Business - emphasizes improving the competitive position of a
corporation’s products or services in a specific industry or market
segment.
Functional - concerned with developing a distinctive competence
to provide a company or business unit with a competitive
17. Strategic Planning
The company’s long-term plan for how it will balance
its internal strengths and weaknesses with its
external opportunities and threats to maintain a
competitive advantage.
3 questions in strategic planning
Current business position
Future business position expected to be
How to get to expected future business
position
18. Policies
Broad guidelines for making decisions.
E.g. - 3M’s policy requiring researchers to
spend 15% of their time working on something
other than their primary project.
Human Resource managers must:
Focus on developing HR programs that enhance organizational performance
Involve HR in Big Picture organizational strategic planning from start
Pro-actively participate in big picture decision making on mergers, acquisitions, and downsizing
Redesign organizations and the work processes to enhance overall organizational performance
Measure and document the financial results of all HR activities