Chapter 2 - Strategic human resource management. In this chapter, the learning objectives are: Describe the differences between strategy formulation and strategy implementation, list the components of the strategic management process, discuss the role of the HRM function in strategy formulation,...
Trang 1Chapter 2
Strategic Human Resource Management
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Trang 2What is Strategic Management?
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Trang 3Strategic Management Process Model
Strategy Formulation
Strategy ImplementationHR Practices
•Recruiting
•Training
•Performance management
•Labor relations
•Employee relations
•Job analysis
•Job design
•Selection
•Development
•Pay structure
•Incentives
•Benefits
Firm Performance
•Productivity
•Quality
•Profitability
HR Actions
•Behaviors
•Results
HR Capability
•Skills,
•Abilities
•Knowledge
HR Needs
•Skills
•Behavior
•Culture
Strategic Choice Goals
Mission
External Analysis
•Opportunities
•Threats
Internal Analysis
•Strengths
•Weaknesses
Trang 4Strategic Planning and HRM Linkages
Trang 5Strategy Formulation
External Analysis
• Opportunities
• Threats
Internal Analysis
• Strengths
• Weaknesses
Trang 6SHRM-Strategy Formulation
Mission Goals
Strategic Choice Internal Analysis
Trang 7Strategy Implementation Variables
Product
Market
Strategy
Performance
Types of Information
Organizational Structure
Task Design
Select Train Develop People Reward
Systems
Trang 8
Strategic Implementation
HR Practices
•Recruiting
•Training
•Performance management
•Labor relations
•Employee relations
•Job analysis
•Job design
•Selection
•Development
•Pay structure
•Incentives
•Benefits
Human Resource Actions
•Behaviors
•Results
-productivity -absenteeism -turnover
Human Resource Capability
•Skills,
•Abilities
•Knowledge
Human
Resource
Needs
•Skills
•Behavior
•Culture
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Trang 9HRM Practices
Trang 105 Categories of Directional Strategies
Concentration
Concentration
Internal Growth External Growth
Mergers &
Acquisitions
Mergers &
Acquisitions
Trang 11 HR are most important asset and single largest most
controllable cost within the business model
HR professionals must develop business,
professional-technical, change management and integration
competencies
HRM has a profound impact on the strategic plan
implementation by developing and aligning HRM
practices that ensure the company has motivated
employees with necessary skills
variables: task, people, and reward systems
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