Lecture 7 focuses on Strategic HRM, examining the roles of management and HR specialists in organizational effectiveness. It includes a discussion on a change model used by HR staff at GE, as well as strategies for organization development and transformation. Additionally, it addresses the importance of involving employees in the change process and the competencies required from OD practitioners.

1. Lecture 7
Strategic HRM

3. • The bath people and Performance Model
• Strategic Role of Top Management
• Strategic role of Front line Management
• Strategic role of HR Specialists
• Quiz

5. Quiz 1
• Provide SWOT analysis of PIA current
resources and their major competencies.
• How can we apply 5-P model in current
situation to ensure vertical integration?
• Identify barriers in the process of applying 5-P
model.

6. A change model used by HR staff at
GE in the United States to guide a
transformation process in the
company.
The model is based on the statement that
‘change begins by asking who, why, what and
how’.

7. Strategies for improving
organizational effectiveness

8. Effective Organizations

10. 1. Strategies for Organization Development
2. Strategies for organizational transformation
3. Strategies for Knowledge Management
4. Commitment Strategies
5. Quality Management Strategies
6. Strategies for developing a climate of trust
7. Continuous Improvement Strategies
8. Customer Service Strategies

11. 1. Strategies for Organization
Development

12. Difference between Change
management and Organization
Development

13. • A planned systematic process in which applied
behavioral science principles and practices are
introduced.

14. OD Practitioner
• Competencies of OD Practitioner.
• Interpersonal and Intrapersonal Skills.
• Internal Vs External Practitioner.

15. Action Research Model

16. Lewin’s Change Model

17. Five Step Change Model
• Motivate Change
• Create a vision
• Develop political support
• Managing transition
• Sustaining momentum

18. a. Motivate Change
• Never use word “CHANGE”
• Focus on culture and structure first
• Importance of Flat organization
• Involve employees
• Focus on NLP
• Encourage ideas
• Let them tell you the DEVELOPMENT Plans.

19. b. Create a vision
• Make them feel that vision is based on their
words and voice.
• Vision is based on their ideas.

20. c. Develop Political support
1. Change Agents
1. Change advocates
2. Change targets

21. d. Managing Transition

22. e. Sustain Momentum
• Strong Resource base
• Develop new competencies and skills
• Keep improving

23. How can HR measure performance
of employees in case of inaccurate
appraisal system?