Human Resource Management Strategic Role – Approach 2

Human Resource

Management

Strategic Role –

Approach

2

Management Process Planning

Goals and standards Rules and procedures Plans and forecasting.

Organizing Tasks Departments Delegating Authority and communication Coordinating

Management Process Staffing

Hiring Recruiting Selecting Performance standards Compensation Evaluating performance Counseling Training and developing

Management Process

Leading Getting the job done Morale Motivation

Controlling Setting standards Comparing actual performance to standards Corrective action

HRM FunctionHuman Resource Management is the process of:

acquiring, training, appraising, and compensating employees

and attending to their labor relations, health and safety, and fairness concerns.

HRM People Functions Include: Job analyses Labor needs Recruit Select candidates Orient and train Wages and salaries Incentives and

benefits

Performance Communicate Train and develop Employee

commitment Equal opportunity Health and safety Grievances/labor

relations

HRM is Important to all Managers.

Don’t Let These Happen to You! The wrong person High turnover Poor results Useless interviews Court actions Safety citations Salaries appear unfair Poor training Unfair labor practices

Line & Staff Aspects of HRM Authority distinguishes line from staff as in

Making decisions Directing work Giving orders

Line Managers Accomplishing goals

Staff Managers Assisting and advising line managers

Line Manager’s HRM Jobs

The right person Orientation Training Performance Creativity Working relationships

Policies and procedures

Labor costs Development Morale Protecting

HR Department Organizational

Chart

Strategy is: 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.

establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent but also support the achievement of business goals

Strategy, Policy & Administration

Strategy, Policy & Administration Policy: the development and

implementation of detailed procedures, and systems which reflect the strategic framework.

Administration: day to day administration of operational activities such as records, payrolls, and benefits programmes

Levels of strategies

Corporate Strategy

BusinessStrategy

BusinessStrategy

BusinessStrategy

BusinessStrategy

FunctionalStrategies

Strategic Planning Process SWOT analysis - Strengths, Weaknesses,

Opportunities, and Threats

Best strategic plans balance a company’s Strengths and Weaknesses with the Opportunities and Threats the firm faces

Basic strategic plans address trends Globalization Technological advances The nature of work The workforce

HR’s evolving role

Protector and Screener

Strategic Partner

Change Agent

Strategic HRM Strategic human resource management:

linking HRM with strategic goals and objectives to improve business performance and develop organizational cultures, design, people and systems that fosters innovation and flexibility.

Strategic approach to HRM

Remuneration strategy

Valuing the contribution of individual roles

Shape & Structure of org. & ind. role

Selectiondevelopment and

training

Managing Individual

performance

HR STRATEGY

Clarify the businessstrategy

Realign the HR functions and keypeople practices

Create needed competenciesand behaviors

Realization of businessstrategies and results

Evaluate and refine

Corporate Strategy

HR Mission

Organisation Analysis

HR Analysis Environmental analysis

Culture Organisation People Systems

HR Planning Generation of Strategic choices/options

Objectives

HR action plan

Implementation

Review & evaluate

HR STRATEGYPWC Approach

The process by which things get done in the organisation

The beliefs, values, norms and style of organisation

The structure, jobs, roles and reporting lines of the organisation

The skill levels, staff

potential and

mgmt capability

of the organisation

Systems

Organisation

Culture PeopleHR policies& objectives

HR Strategy planning

How HR helps strategy execution Functional strategies should support competitive

strategies Value chain analysis Outsourcing Strategy Formulation

How HR helps form strategy Formation of a company’s strategy =

identifying, analyzing and balancing external opportunities and threats with internal strengths and weaknesses

Environmental scanning

HR and technology

Basic HR systems demand paperwork

70% of HR’s employees time = paperwork

Off the shelf forms from Office Depot/Officemax

Online forms

Human Resource Information Systems (HRIS)

HR on the Internet

HR means performance Can HR have a measurable impact on a

company’s bottom line?

Better HRM translates into improved employee attitudes and motivation (e.g., working at home)

Well run HR programs drive employee commitment