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’;
Continuous improvement – providing for focused and continuous incremental innovation sustained over a period of time;
Types of hr strategies - overarching hr strategies - strategic human resourc...manumelwin
Overarching strategies describe the general intentions of the organization about how people should be managed and developed and what steps should be taken to ensure that the organization can attract and retain the people it needs and ensure so far as possible that employees are committed, motivated and engaged.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Types of hr strategies - overarching hr strategies - strategic human resourc...manumelwin
Overarching strategies describe the general intentions of the organization about how people should be managed and developed and what steps should be taken to ensure that the organization can attract and retain the people it needs and ensure so far as possible that employees are committed, motivated and engaged.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Fundamentals of Human Resource ManagementAmare_Abebe
Human Resource- is the total of knowledge, skills, creative abilities, talents, aptitudes, values, attitudes & beliefs of an organization’s workforce
HRM views people as an important resource or asset to be used for the benefit of the organization, employees and society. But humans unlike other resources in the context of work and management cause problems.
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.
How HR managers can anticipate and address some of the most challenging HR issues.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Types of hr strategies - strategic human resource management - Manu melwin joymanumelwin
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
Strategic capability - strategic human resource managementmanumelwin
Strategic capability is a concept that refers to the ability of an organization to develop and implement strategies that will achieve sustained competitive advantage. It is therefore about the capacity to select the most appropriate vision, to define realistic intentions, to match resources to opportunities and to prepare and implement strategic plans.
Fundamentals of Human Resource ManagementAmare_Abebe
Human Resource- is the total of knowledge, skills, creative abilities, talents, aptitudes, values, attitudes & beliefs of an organization’s workforce
HRM views people as an important resource or asset to be used for the benefit of the organization, employees and society. But humans unlike other resources in the context of work and management cause problems.
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
The challenge for HR managers is to keep up to date with the latest HR innovations -technological, legal, and otherwise.
How HR managers can anticipate and address some of the most challenging HR issues.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Types of hr strategies - strategic human resource management - Manu melwin joymanumelwin
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
Strategic capability - strategic human resource managementmanumelwin
Strategic capability is a concept that refers to the ability of an organization to develop and implement strategies that will achieve sustained competitive advantage. It is therefore about the capacity to select the most appropriate vision, to define realistic intentions, to match resources to opportunities and to prepare and implement strategic plans.
Aims of HRM - human resource management - Manu Melwin Joymanumelwin
HRM strategies aim to support programmes for improving organizational effectiveness by developing policies in such areas as knowledge management, talent management and generally creating ‘a great place to work’.
Definition of hr strategies - strategic human resource management - Manu mel...manumelwin
HR strategies set out what the organization intends to do about its human resource management policies and practices, and how they should be integrated with the business strategy and each other.
Definition of strategy - strategic human resource managementmanumelwin
Strategy is about deciding where you want to go and how you mean to get there.
A strategy is a declaration of intent: ‘This is what we want to do and this is how we intend to do it.’
Approaches to strategic hrm - high-performance management - strategic human ...manumelwin
High-performance management aims to make an impact on the performance of the firm through its people in such areas as productivity, quality, levels of customer service, growth, profits and, ultimately, the delivery of increased shareholder value.
Eexample of Mc kinsey 7s model strategic implementation - Manu Melwin Joymanumelwin
McKinsey 7s model is a tool that analyzes firm’s organizational design by looking at 7 key internal elements: strategy, structure, systems, shared values, style, staff and skills, in order to identify if they are effectively aligned and allow organization to achieve its objectives.
Approaches to strategic hrm high-involvement management - strategic human r...manumelwin
This approach involves treating employees as partners in the enterprise whose interests are respected and who have a voice on matters that concern them
HR management od interventions - Organizational Change and Development - Man...manumelwin
Goal Setting: This change program involves setting clear and challenging goals. It attempts to improve organization effectiveness by establishing a better fit between personal and organizational objectives.
Aims of strategic hrm - strategic human resource management - Manu Melwin joymanumelwin
The rationale for strategic HRM is the perceived advantage of having an agreed and understood basis for developing approaches to people management in the longer term.
Considerations in policy formulation - corporate management - Manu Melwin Joymanumelwin
Organizational goals – The policies are formulated to achieve organizational goals.
Proper organization – Policies should be framed by the participation of person at various levels of management.
Reflect the business environment – The policies should be based on the internal and external environment.
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Objectives of compensation management - compensation management - Manu Melw...manumelwin
To attract highly capable and efficient employees so that their efforts produces higher organizational performance.
To retain talented employees for continuance of organizational performance and attainment of higher levels of competence.
It is defined as the development and implementation of the organization’s grand design or overall strategy for relating to its current and future environmental demands.
Strategic management - strategic human resource managementmanumelwin
The purpose of strategic management has been expressed by Rosabeth Moss Kanter (1984) as being to ‘elicit the present actions for the future’ and become ‘action vehicles – integrating and institutionalizing mechanisms for change’.
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Types of hr strategies - specific hr strategies - strategic human resource management - Manu melwin joy
1. Types of HR strategies - Specific HR strategies
Strategic Human Resource Management
2. Prepared By
Kindly restrict the use of slides for personal purpose.
Please seek permission to reproduce the same in public forms and presentations.
Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com
3. Types of HR strategies
• Because all organizations are
different, all HR strategies are
different. There is no such thing
as a set of standard
characteristics. But two basic
types of HR strategies can be
identified. These are:
– Overarching strategies; and
– Specific strategies relating to the
different aspects of human
resource management.
4. 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’;
– Continuous improvement –
providing for focused and
continuous incremental
innovation sustained over a
period of time;
5. Specific HR strategies
• Specific HR strategies set out
what the organization intends
to do in areas such as:
– knowledge management –
creating, acquiring,
capturing, sharing and using
knowledge to enhance
learning and performance;
– Resourcing – attracting and
retaining high-quality people;
6. Specific HR strategies
• Specific HR strategies set out what the
organization intends to do in areas such as:
– Learning and developing – providing an
environment in which employees are
encouraged to learn and develop;
– reward – defining what the organization
wants to do in the longer term to
develop and implement reward policies,
practices and processes that will further
the achievement of its business goals
and meet the needs of its stakeholders;
