What is strategic HRM and why does it matter? by Tom Jenkins

tomjenkins_96 — 2015-11-24 04:54:47 UTC

What's the Function of Human Resource Management :)

Managers roll

2015-11-28 06:38:02 UTC

The manager’s aim must be to produce the employee skills and behaviors in order for the company reach its strategic plan through these following aspects:

Manger

2015-11-28 06:45:14 UTC

1. What are our strategic plans and goals?
2. What employee behaviors and skills do we need to achieve our strategic aims?
3. What HR policies and practices will enable us to produce the necessary employee behaviors and skills?
As a human resource manager, he/she needs to be able to answer these three questions in order to succeed in the companies strategic planning.

Importance of Stragetic HRM

2015-11-28 14:42:25 UTC

In short, HRM is a key component to success in a business, speipcally regards the welfare of employees.

It consists of;

- performance review details and notifications

- Training and certifications

- Position control budgeting

- Developing strategies to motivate employees to greater productivity

Solid HRM stragegy will allow the Organsiaton to;

- Have a strong relations with its workers

- Co exist in a mutually beneficial manner within the community

- Help the company reach its goals

Strategy of HRM

2015-12-01 06:00:19 UTC

In place to recruit, train anddevelopment, evaluate employee performance and reward employees along with quality

feedback

This ensures that everyone within the organization is working towards common goals and objectives through the human resource strategy

This also creates cohesion between employees within the firm and creates a more relaxed and motivated environment to increase performance and overall job satisfaction

Fit Quiz and video

tomjenkins_96 — 2015-12-02 06:15:52 UTC

Fit

tomjenkins_96 — 2015-12-02 06:17:08 UTC

The “Fit” or Contingency Approach to HRM

• Organisations have different strategies

• They need to attract different kinds of people, and to elicit different kinds of behaviour form these people, to execute their strategy successfully

• HR policies and practices should be chosen to fit the strategy by procuring the needed people and eliciting the needed behaviours

• HR practices also need to fit with each other, and with the external environment

Three types of fit

tomjenkins_96 — 2015-12-02 06:20:14 UTC

Three Types of Strategic HR Fit

• Vertical Fit = Congruence between each HR practice individually and the organisation’s overall strategy

• Horizontal Fit = Various HR practices complement and mutually reinforce each other

• External Fit = HR practices align with the business, social, and legal environment outside the firm

Vertical Fit

tomjenkins_96 — 2015-12-02 06:21:06 UTC

• Selection practices

• Training practices

• Pay practices

• Appraisal practices

• Industrial relationships

• Job analysis and design

Horizontal

tomjenkins_96 — 2015-12-02 06:21:16 UTC

• HR practices should complement and mutually reinforce each other

• Practices need to mesh with each other and reinforce the kinds of behaviour needed to implement strategy, and not send mixed and incompatible messages to employees

What does a HR Manager do

tomjenkins_96 — 2015-12-03 03:58:42 UTC

Best PRactice

tomjenkins_96 — 2015-12-03 03:59:42 UTC

Stratigic HR Practices

tomjenkins_96 — 2015-12-03 04:03:03 UTC

· Job Analysis and Design:

· Recruitment and Selection

· Training and Development

· Performance Appraisal and Management

· Pay Structure, Incentives, and Benefits

· Industrial Relations

The BIG SWITCH

tomjenkins_96 — 2015-12-03 04:11:14 UTC

Stratigic HRM

tomjenkins_96 — 2015-12-03 04:13:49 UTC

Expressing and performing policies that produce the employee abilities and behaviors that the company needs to achieve its strategic aims.

Contingency Video and Quiz

tomjenkins_96 — 2015-12-03 04:21:49 UTC

ROI on HR

tomjenkins_96 — 2015-12-03 04:25:48 UTC

Best Practice

tomjenkins_96 — 2015-12-03 04:27:06 UTC

Strategic Planning Basics

2015-12-03 05:46:16 UTC

Corporate strategy: corporate-level strategy identifies the rationale for the portfolio of business that, in total, comprise the company as well as the ways in which these businesses relate to each other

Competitive Strategy: Next level down, a competitive strategy identifies how to build and strengthen the business's long-term competitive position in the marketplace

Functional strategy: Functional strategies are the basic courses of action that each of the business's department pursues to help the business attain its competitive goals.