Professional Documents
Culture Documents
Strategic Human Resource Strategic Human Resource Management Management
Strategic Human Resource Strategic Human Resource Management Management
Strategic Human Resource Strategic Human Resource Management Management
OBJECTIVES
Understand the Scope of SHRM Factors Influencing SHRM Linking of Corporate Strategies to HR Functions Understand the New Role of HR
Strategic management is drafting, implementing and evaluating cross-functional decisions that will enable an organization to achieve its long-term objectives. (David, 1989)
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Two Views of Strategy
Mainstream view- Strategy as a plan (i) Strategies are plans made by top managers and their corporate strategy advisors (ii) Strategy is a matter of policy and it precedes action (iii) Strategy and implementation are separate
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Two Views of Strategy
Processual view- Strategy as a pattern (i) Strategies are more usefully seen as the outcome of both planned and unplanned activities (ii) Policies often emerge out of actions that have already been taken (iii) Strategy and implementation tend to happen simultaneously
Table 2.1 Defining Human Resources and Strategic Human Resource Management Human Resources
The efforts, skills or capabilities that people contribute to an employing organization to enable it to continue its existence.
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Scope Ranges of SHRM
From such matters as: The overall organizational structure Merger & acquisition Recruitment policies To: Employees punching cards The smoking/non-smoking policy Casuals on Saturdays
Table 2.2 Two Key and Alternative Human Resourcing Principles Direct control/low commitment Indirect control/high commitment
Employees given little discretion, closely Employees empowered encouraged supervised to use discretion and monitored Limited psychological commitment sought from employees High psychological commitment sought from employees
Key factors influence the HR system External environment Changing workforce Organization culture Organization structure Technology
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Introductory stage Growth stage Maturity stage Decline stage
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Arthur(1992)
Pfeffer(1995)
Huselid(1995)
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Strategic Partner
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