人力资源战略_战略性人力资源经典教材

1 StrategicHumanResourceManagement 2 Objectives Compareandcontrastthestrategicviewofhumanresourcemanagementandthetraditionalviewofhumanresourcemanagement Explaintheroleofstrategichumanresourcemanagementinthestrategicmanagementprocess Givenaparticularstrategy recommendthefunctionalhumanresourcepracticesthatneedtobechosen DescribetheessentialelementsofSHRMExplainhowanorganization sstrategicplanisintegratedwiththemajorhumanresourcemanagementfunctions 3 HRMRoleChange TheHRfunctionhashistoricallybeenreactiveandsubservienttotheotherbusinessfunctions RolehaschangedrecentlyduetoenvironmentalchangeanduncertaintyNeedtomaintainaneffectivealignmentwiththeenvironmentwhilemanaginginternalinterdependencies 4 HRMRoleChange Increasingly competitivenessisviewedasbeingdependentonhumancapitalandthushumanresources Competitiveadvantageincompaniesisitsworkers itiswhatoftendistinguishescompanieswithsimilartechnology HRMhascometobeseenasdirectlyrelatedtotheabilityofthefirmtocopewithorganizationalandenvironmentcontingencies Recently therehasbeenareorientationtoanintegrative proactive andstrategicwayoflookingatanorganization semployees 5 HRMRoleChange Historically topmanagementandsubordinatelinemanagersdelegatedpersonnelmatterstothepersonneldepartment Primaryfunctionsincluded Humanresourceplanning RecruitingstaffJobanalysisperformancereviewsystemsWage salary andbenefitsadministrationEmployeetrainingPersonnelrecordkeeping 6 CharacteristicsofPastApproach HR Personnelfunctionwasphysicallyandpsychologyseparatedfromtherealworkoftheorganization Personneldepts grewinarelativelyuncoordinated piecemealfashion HR Personnellackedanintegrative proactive and aboveall strategicorientation 7 Figure2 1TraditionalandStrategicViewsofHRM a Personnel TheTraditionalView 8 CharacteristicsofCurrentApproach 1 ThesystematicintegrationofseparateHRMfunctions2 HumanresourcesarenowviewedfromageneralmanagementperspectiveratherfromtheperspectiveofafunctionalareaandmanagementnowsharesresponsibilityforHR 3 TheinclusionofHRconsiderationsindecisionsaffectingcorporatestrategiesandstructures 4 StrategicmanagementandstrategichumanresourcemanagementintegratetheseparateHRMfunctions 9 Figure2 1TraditionalandStrategicViewsofHRM b HRM TheStrategicView 10 Table2 1TheoreticalPerspectivesonSHRM 11 CompetitiveAdvantageThroughHumanResources Basicthesis EffectiveutilizationofHRcanassistorganizationsinachievingcompetitiveadvantage Competitiveadvantage a Referstotheabilityofanorganizationtoformulatestrategiestoexploitprofitableopportunities i e maximizingitsreturnoninvestment b Perceivedcustomervaluecancreatecompetitiveadvantage 12 CompetitiveAdvantageThroughHumanResources C Offeringaproductorservicethatisuniquecancreatecompetitiveadvantages 4sources 1 Financialoreconomiccapitalcapability 2 Physicalcapitalcapability 3 Humancapitalcapability Compositionofworkforce4 Organizationalcapability Thefirm sabilitytomanagepeopleD Keyissuefororganizationsistoachievealignmentamongtheirvariousfunctionsandbeflexibleinrespondingtotheirenvironment 13 StrategicHRM HRMasacompetitiveadvantageinvolvesstrategichumanresourcemanagement 1 RepresentsanefforttolinkHRMactivitiestoafirm sbusinessstrategy 2 BasedonagrowingrecognitionforHRmanagerstoassumeabroaderroleintheoverallorganizationalstrategy 3 RecognitionthattheHRfunctionshouldbe planned organized andevaluatedonthebasisofitscontributiontothebusiness 4 SHRMisbasedontherecognitionthatHRMactivitiesareorganizationalinscope 14 StrategicHRM 5 RecognitionthatHRMissuesneedtobeconsideredintheformulationandtheimplementationoforganizationalstrategy 6 RecognitionthatHRMpracticewillinfluencetheorganization sperformance 7 TherecognitionofHRattheexecutiveorstrategiclevelinadditiontothefirmandoperationallevels 9 Emphasizeslonger termplanningthroughtheexaminationofasetofenvironmental publicpolicy industrystructureandorganizationalframeworks 15 IntegratingHRintoStrategicPlanning TheStrategicPlanningProcess UluruEnergyMission Goals andValuesStatementsEnvironmentalThreatsandOpportunitiesOrganizationalStrengthsandWeaknessesGoalsandObjectivesFormulationofStrategiesHowToStrategicallyIntegrateHRM SomeIdeasandExamples 16 EssentialElementsofSHRM 1 InternallytransformingHRstaffandstructure2 Enhancingadministrativeefficiency3 IntegratingHRintothestrategicplanningprocess4 LinkingHRpracticestobusinessstrategyandoneanother 5 Developingapartnershipwithlinemanagement6 Focusingonthebottom lineimpactofHRandmeasuringthatimpact 17 DevelopingPartnership Learnaboutthefirm sbusinessRespondtoandbeawareofthefirm sneedsanddirectionShiftawayfromtraditionalHRMfunctionsMovetowardsupportive collaborativerelationshipswithlinemanagersDemonstratehowHRiscriticaltobusinesssuccess 18 MeasuringHRM CustomerReactionsHRImpactDollarValueofHRProgramsBenchmarkingHRPractices 19 Table2 7SixmeasuresofHRServiceDelivery 20 Review WhyisManagingHumanResourcesSoImportan