The Manager's

Role in Strategic Human

Resource Managemen

t

Why Strategic Planning is Important to All Managers ?

• You may not realize it when you’re managing, but your company’s strategic plan is guiding much of what you do.

چارچوبی که فراموش نکنی در چه مسیری بودی!

As Drucker also said,

“ There has to be something to point to and say, [we] have not worked in vain.”

• Vision statement– A general statement of the

firm’s intended direction which shows, in broad terms, “what we want to become.”

• Mission– Summarizes your answer to

the question, “what business are we in?”

Vision and Missionمثال در پازل های هزار تکه, اون تصویری که میزاری جلوت بهش

نگاه می کنی!آرمانیه. پاش روی زمین نیست!

این آرمانی که تعیین کردیم را در چه حوزه ای تحقق ببخشیم!

link و communicateچشم انداز باید بشود به همه افراد یعنی آبدارچی و

استاد و دانشجو دانشگاه تهران درک کنند که رفتارشان چه تاثیری در

ساله دانشگاه یا 20چشم انداز کشور دارد.

هم oral-Bاگر از آبدارچی شرکت پرسیده شود چه می کنی پاسخ

خواهد داد در حال کمک به سالمت انسان ها هستم!

Management creates a hierarchy or chain of departmental goals, from the top down to the lowest-ranked managers, and even employees. Then, if everyone does his or her job. the company and the CEO should also accomplish the overall, company-wide strategic goals.

مدیریت استراتژیک : - تفکر استراتژیک )رهبری( - برنامه ریزی استراتژیک

) مدیریت(

• Strategy– A course of action the company can

pursue to achieve strategic aims.

• Strategic Management– The process of identifying and executing

the organization’s strategic plan, by matching the company’s capabilities with the demands of its environment.

• Strategic Plan– The company’s plan for how it will

match its internal strength and weaknesses with external opportunities and threats in order to maintain a competitive advantage.

The Strategic Management Process

Step 1: Define the Current Business

Step 2: Perform External and

Internal ScanningStep 3:Formulate a

new DirectionStep 4: Translate the

Mission into Strategic GoalsStep 5: Formulate

Strategies to Achieve the

Strategic Goals

Step 2: Perform External and Internal

Step 6: Implement the StrategiesStep 7: Evaluate

Performance

تفکر استراتژیک ) واگرا(

Competitive Strategy

Business-Level/

Competitive Strategies

Cost Leadership

DifferentiationFocus/Niche

یا ترکیبی از این ها مثال هم تمرکز هم رهبری هزینه مثل بعضی کیک ها یا ماست های ارزان قیمت که فقط

در برخی شهرستان ها پیدا می شود!

یا تمرکز و تمایز مثل برخی لباس ها وعطر هایی که مخصوص بعضی آدم

ها تولید می شود!

www.shrm.orgwww.astd.orgwww.ahrd.org

Strategic Human Resource Management

• Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims. امروزه مدیریت استراتژیک و

مدیریت منابع انسانی در هم تنیده شده اند.

Youth house !

Strategic Human Resource Management

Tool• Strategy map: A strategic planning tool that shows

the “big picture” of how each department’s performance contributes to achieving the company’s overall strategic goals.

• HR scorecard: a process for assigning financial and nonfinancial goals or metrics to the human resource management-related chain of activities required for achieving the company’s strategic aims and for monitoring results.

• Digital dashboard: presents the manager with desktop graphs and charts, and so a computerized picture of where the company stands on all those metric from the HR Scorecard process.

STRATEGIC HUMAN RESOURCE MANAGEMENT

• Strategic Human Resource Management– The linking of HRM with strategic

goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility.• Involves formulating and executing HR

systems—HR policies and activities—that produce the employee competencies and behaviors that the company needs to achieve its strategic aims.

Strategy Execution

Role

Strategic Planning

Roles

Strategy Formulatio

n Role

Human Resource Management’s Strategic Roles

1

2

3

4

5

Outline value chain activities

Define the business strategy

Outline a strategy mapIdentify strategically required outcomes

Identify required workforce competencies and behaviors

6

7

8

9

10

Create HR Scorecard

Identify required HR policies and activities

Choose HR Scorecard measuresSummarize Scorecard measures on digital dashboardMonitor, predict, evaluate

The 10-Step HR Scorecard Process

Creating an HR Scorecard

• The “Fit” Point of View )Porter(– All of the firm’s

activities must be tailored to or fit the chosen strategy such that the firm’s functional strategies support its corporate and competitive strategies.

Achieving Strategic Fit

Corporate productivity

and performanc

e improvemen

t efforts

Increased HR team

involvement in design of

strategic plans

Basic Strategic Challenges

Expanded role of

employees in the

organization’s

performance efforts

Strategic Human Resource Challenges

Human Resource

Professionals

Employee Behaviors

and Competenci

es

Components of a Strategic HRM System

Human Resource

Policies and Practices

Creating the Strategic Human

Resource Management System

Have a good week!