Strategic Human Resource Management – An Overview

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An overview SHRM, people as strategic assets - value chain analysis - Impact of strategy on HR planning - the Process of Strategic Management.

Strategic Human Resource Management – An Overview Chapter 1 Nisha Hariyani

STRATEGIC HR MANAGEMENT DEFINED ,[object Object]

Jeffrey Mello – Defined ,[object Object]

People as strategic Assets ,[object Object],[object Object],[object Object],[object Object]

The process of Strategic Management MISSION STATEMENT ENVIROMENTAL ANALYSIS ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],GOALS AND OBJECTIVES ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],STRATEGY ORGANIZATION SELF ASSESSMENT

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Human capital management informs decisions on the issues critical to the organisations success by systematically analyzing, measuring and evaluating how people policies and practices create value. HCM is concerned with obtaining, analyzing and reporting on data that inform the direction of value-adding people management, strategic, investment and operational decisions at corporate level and at the level of front line management

Strategic Human Resource Management Lecture 1

RECONNECT

This is the lecture 1 of course "Strategic Human Resource Management" This slideshare network of RECONNECT will provide all the presentation related to case studies, project presentations, educational, motivational slides & much more. Follow Reconnect on slide share. Official fb page: facebook.com/reconnectt Official fb group: facebook.com/groups/reconnecting.tech/ Rights are reserved for this presentation. Please inbox 1st to get permission to use this

Introduction to Human Resources Management

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Strategic Human Resource ManagementM S Ramaiah Institute of Management

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

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The role of Human Resource Management has been developing noticeably in recent years. Earlier human resource as the personal department performing administrative duties like record keeping, file maintenance etc. were all over now.Any organization that continues to utilize its HR function solely to perform these administrative duties doesn't understand the contributions that HR can make an organization’s performance.

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