STRATEGIC HUMAN

RESOURCE MANAGEMENT
CHRISTINE C. POLINTAN-LAO, MD
 An approach for creating and managing a
pattern or plan that integrates an
organization’s major goals, policies, and
actions into a cohesive whole.

WHAT IS STRATEGIC MANAGEMENT?

 A pattern of planned human resource
deployments and activities intended to
enable an organization to achieve its goals.

WHAT IS STRATEGIC HUMAN RESOURCE

MANAGEMENT?
 STRATEGY FORMULATION
 THE PROCESS OF DECIDING ON
A STRATEGIC DIRECTION BY
 STRATEGY IMPLEMENTATION
DEFINING A COMPANY’S  THE PROCESS OF DEVISING
MISSION AND GOALS, ITS STRUCTURES AND ALLOCATING
EXTERNAL OPPORTUNITIES RESOURCES TO ENACT THE
AND THREATS, AND ITS CHOSEN STRATEGY.
INTERNAL STRENGTHS AND
WEAKNESSES.

COMPONENTS OF THE STRATEGIC

MANAGEMENT PROCESS
 IN RECENT YEARS, ORGANIZATIONS HAVE
RECOGNIZED THAT THE SUCCESS OF THE
STRATEGIC MANAGEMENT PROCESS DEPENDS
LARGELY ON THE EXTENT TO WHICH THE HRM
FUNCTION IS INVOLVED.
 THE STRATEGIC CHOICE REALLY CONSISTS OF ANSWERING
QUESTIONS ABOUT COMPETITION- HOW THE FIRM WILL COMPETE
TO ACHIEVE ITS MISSIONS AND GOALS.

LINKAGE BETWEEN HRM AND THE

STRATEGIC MANAGEMENT PROCESS
 1. WHERE TO COMPETE?
 2. HOW TO COMPETE?
 3. WITH WHAT WILL WE COMPETE?

STRATEGY- DECISIONS ABOUT

COMPETITION
 ADMINISTRATIVE LINKAGE
 ONE-WAY LINKAGE
 TWO- WAY LINKAGE
 INTEGRATIVE LINKAGE

ROLE OF HRM IN STRATEGY

FORMULATION
1. Mission
1. A statement of the organization’s reason for being
2. Goals
1. What an organization hopes to achieve in the medium- to long- term future
3. External Analysis
1. Examining the organization’s operating environment to identify strategic opportunities and threats
4. Internal Analysis
1. The process of examining an organization’s strengths and weaknesses
5. Strategic choice
1. The organization’s strategy; the ways an organization will attempt to fulfill its mission and achieve its
long-term goals

STRATEGY FORMULATION
1.Organizational structure
2.Task design
3.The selection, training and development of people
4.Reward systems
5.Types of information and information systems

STRATEGY IMPLEMENTATION
To maximize its value, they should follow the basic process for building an HR strategy. This starts
with scanning the external environment. Once strategic issues have been identified, people issues are
then determined. An HR strategy is then developed and communicated to the rest of the
organization.

STEPS THAT THE HRM CAN TAKE TO MAXIMIZE ITS VALUE

AND BECOME A TRUE STRATEGIC PARTNER IN THE
ORGANIZATION
To ensure ongoing effectiveness, HRM can conduct evaluations using the audit approach or
various analytic approaches.
HRM will periodically restructure the design of the HRM functions and its processes and may
engage in outsourcing, process redesign, and adoption of new technologies to improve its
efficiency and effectiveness and to become a more strategic partner.

STEPS THAT THE HRM CAN TAKE TO MAXIMIZE ITS VALUE

AND BECOME A TRUE STRATEGIC PARTNER IN THE
ORGANIZATION
REFERENCE: STRATEGIC HUMAN RESOURCE MANAGEMENT: GAINING A COMPETITIVE ADVANTAGE
SECOND CANADIAN EDITION COPYRIGHT © 2016, 2012 BY MCGRAW-HILL RYERSON LIMITED.
BY RAYMOND ANDREW NOE