HUMAN RESOURCE MANAGEMENT
HR Delivery
the serving internal customers through effective and efficient programs.
Strategic management process
- determining what needs to be done to achieve corporate objectives, often over 3-5 years. - Examining organization and competitive environment - Establishing optimal fit between organization and its environment. - Reviewing and revising strategic plan.
Benefits of strategic approach to HR
1. Facilitates development 2. Facilitates cost-effective 3. Facilitates planning
5 P's Model of SHRM
1. Philosophy 2. Policies 3. Programs 4. Practices 5. Processes
STRATEGIC HUMAN RESOUCE MANAGEMENT 5 Critical Competencies
1. Strategic Contribution 2. Business Knowledge 3. Personal Credibility 4. HR Delivery 5. HR Technology
Processes
Continuum of participation by all employees in specific activities to facilitate formulation and implementation of other activities.
Programs
Coordinated and strategized approaches to initiate, disseminate, and sustain strategic organizational change efforts necessitated by strategic business needs.
STRATEGIC HUMAN RESOURCE MANAGEMENT
This is the key to improve business performance - Complex process which is constantly evolving and being studied and discussed by academics and commentators. - Use employees to gain or keep a competitive advantage against competitors. -involves aligning initiatives involving how people are managed with organizational mission and objectives.
Philosophy
Statements of how organization values and treats employees; essentially culture of the organization.
Strategic contribution
This is the development of strategy
Policies
expressions of shared values and guidelines for action on employee-related business issues.
Human Capital Management
informs and in turn is shaped by strategic HRM but it doesn't replace it.
Business knowledge
the understanding nuts and bolts of organization.
Personal Credibility
this is the measurable value demonstrated in programs and policies.
Business Strategy
this is where SHRM stems from
Practices
this motivate behaviors that allow individuals to assume roles consistent with organization's strategic objectives.
HR Technology
using technology to improve organization's management of people.