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Group MembersGroup Members

M. Umair TariqM. Umair Tariq (2507)(2507)

M. FarrukhM. Farrukh (2882)(2882)

Younus KhattakYounus Khattak(2050)(2050)

Faizullah KhanFaizullah Khan (3052)(3052)

Faraz ShakoorFaraz Shakoor (3436)(3436)

Course F

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Abida Shahee

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Course F

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Abida Shahee

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The concept of competitive advantage in past is,

• Economic • Strategic • Technological

Old Theory Of Competitive Advantage

Competitive advantage is a core competency of any organization to get maximum market share,

This is a relative advantage one business has over another that is sustainable and translates into a benefit that is important to target customers.

Competitive Advantage

Two major criteria,• Customers• Unique and good services

The Nature Of Competitive Advantage

To meet customers expectations regarding company product and build customers relationship.

• Cut down cost • Decreasing the break even cost

without compromise on quality.• Unique strategies• Produce new products more efficiently.

How To Sustain In Competitive Environment

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• Evaluate the organization capabilities to change and adopt Transformation including,

1. ECONOMIC

2. STRATEGIC

3. TECNOLOGICAL

DOMAINS OF HR PRACTICES

1. Organizational Planning - The practice of shaping and structuring include

Centralized or desterilized? Formalization in organization. Job Design

2. Staffing – practice of hiring, promoting and out placing of employees at all level of organization.

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3. Rewards – the practices of compensation, both basic salary and incentive salary, and non financial rewards motivate employees to behave consistently with organizational goal.

DOMAINS OF HR PRACTICES4. Development – the practices associated with

building employees competencies through training, job rotation, counseling, cross functional move or task force assignments may influence organizational capability.

5. Appraisal – the practices which set standards, allocate feedback, and performance according to a set of expectations which compose the appraisal process play a key role in setting employee expectations and mindsets which create organizational capability.

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6. Communication – organizational capabilities may be enhanced through practices of sharing information with employees to explain not only what needs to be done, but why and how.

NEW COMPETENCIES REQUIRED FOR HR PROFESSIONAL

To enhance the organizational capability HR professional requires some new competencies categorized in two major groups:

Professional CompetencyPersonal Competency

PROFESSIONAL COMPETENCIES

Know the Business – HR professional requires to know the business in term of:Business’s natureStrategic plansLearning technologyFinancial information

PROFESSIONAL COMPETENCIES

Be Competent within HR Department - For HR professionals to be strategic business partners, HR departments need to demonstrate the value and design of effective staffing, rewards, appraisal, and development practices. Without modeling the correct use of HR practices, HR professionals are left in the position of “Do what I say, not as I do”, which will not build business partnerships.

PROFESSIONAL COMPETENCIES

Anticipate Change and Respond Proactively - While moving into a proactive instance requires that HR professionals use the information they have on environmental trends and integrate it with business decisions. Anticipating change requires the HR professionals examine external conditions of the firm like:

Customer, Competitors, Suppliers and Owners.

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Labor market conditions - And after examining the external conditions modify the HR practices and respond to future conditions.

PROFESSIONAL COMPETENCIES

Involve and Commit Line Manager - The primary responsibility of hr manager is to build a good relation ship which line manager and involve them into all hr activities like in recruitment and selection, compensation and benefit etc. Hr strategic business needs competencies in educating, involving and committing line manager. As staff leaders HR professional have the opportunity to frame the problem of HR for line mangers.

PROFESSIONAL COMPETENCIES

Sell Successes - It is appropriate for HR professionals to share their successes. It helps the HR professionals become more strategic business partner through gaining respect outside the department.

Remain Close to the Customer - For HR department having customers at all levels of the organization. Being a strategic business partner requires that these customers are acknowledged, involved, and central to the operation of HR department.

PROFESSIONAL COMPETENCIES

Use HR practices to Build Competitive Advantage - HR professionals continually use competitiveness as a screen for adapting new programs such as, development, succession planning, incentive, organization redesign efforts. The result should be increased competitiveness.

PERSONAL COMPETENCIES

Think Strategically - Strategic thinking as a personal competency requires that HR professionals think long term about today’s decisions that attention be paid equally to pressure outside the firm as well as inside the firm. Strategic thinking comes as HR professionals focus less on operational and more on strategic issues.

PERSONAL COMPETENCIES

Develop Credibility - Personal credibility may come to staff professional by offering professional and personal services with predictability and dependability and by being available with time and accessible with ideas. Attention to personal needs and professional needs leads to credibility and opportunities to be strategic business partner.

PERSONAL COMPETENCIES

Be Politically Agile - The personal competence of being politically agile requires that HR professionals be aware of, understand, and use political system without being seen as political.

THANK YO

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