Date post: | 11-Jan-2016 |
Category: |
Documents |
Upload: | caroline-wilkins |
View: | 215 times |
Download: | 0 times |
The Manager's
Role in Strategic Human
Resource Managemen
t
Why Strategic Planning is Important to All Managers ?
• You may not realize it when you’re managing, but your company’s strategic plan is guiding much of what you do.
چارچوبی که فراموش نکنی در چه مسیری بودی!
As Drucker also said,
“ There has to be something to point to and say, [we] have not worked in vain.”
• Vision statement– A general statement of the
firm’s intended direction which shows, in broad terms, “what we want to become.”
• Mission– Summarizes your answer to
the question, “what business are we in?”
Vision and Missionمثال در پازل های هزار تکه, اون تصویری که میزاری جلوت بهش
نگاه می کنی!آرمانیه. پاش روی زمین نیست!
این آرمانی که تعیین کردیم را در چه حوزه ای تحقق ببخشیم!
link و communicateچشم انداز باید بشود به همه افراد یعنی آبدارچی و
استاد و دانشجو دانشگاه تهران درک کنند که رفتارشان چه تاثیری در
ساله دانشگاه یا 20چشم انداز کشور دارد.
هم oral-Bاگر از آبدارچی شرکت پرسیده شود چه می کنی پاسخ
خواهد داد در حال کمک به سالمت انسان ها هستم!
Management creates a hierarchy or chain of departmental goals, from the top down to the lowest-ranked managers, and even employees. Then, if everyone does his or her job. the company and the CEO should also accomplish the overall, company-wide strategic goals.
مدیریت استراتژیک : - تفکر استراتژیک )رهبری( - برنامه ریزی استراتژیک
) مدیریت(
• Strategy– A course of action the company can
pursue to achieve strategic aims.
• Strategic Management– The process of identifying and executing
the organization’s strategic plan, by matching the company’s capabilities with the demands of its environment.
• Strategic Plan– The company’s plan for how it will
match its internal strength and weaknesses with external opportunities and threats in order to maintain a competitive advantage.
The Strategic Management Process
Step 1: Define the Current Business
Step 2: Perform External and
Internal ScanningStep 3:Formulate a
new DirectionStep 4: Translate the
Mission into Strategic GoalsStep 5: Formulate
Strategies to Achieve the
Strategic Goals
Step 2: Perform External and Internal
Step 6: Implement the StrategiesStep 7: Evaluate
Performance
تفکر استراتژیک ) واگرا(
Competitive Strategy
Business-Level/
Competitive Strategies
Cost Leadership
DifferentiationFocus/Niche
یا ترکیبی از این ها مثال هم تمرکز هم رهبری هزینه مثل بعضی کیک ها یا ماست های ارزان قیمت که فقط
در برخی شهرستان ها پیدا می شود!
یا تمرکز و تمایز مثل برخی لباس ها وعطر هایی که مخصوص بعضی آدم
ها تولید می شود!
www.shrm.orgwww.astd.orgwww.ahrd.org
Strategic Human Resource Management
• Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims. امروزه مدیریت استراتژیک و
مدیریت منابع انسانی در هم تنیده شده اند.
Youth house !
Strategic Human Resource Management
Tool• Strategy map: A strategic planning tool that shows
the “big picture” of how each department’s performance contributes to achieving the company’s overall strategic goals.
• HR scorecard: a process for assigning financial and nonfinancial goals or metrics to the human resource management-related chain of activities required for achieving the company’s strategic aims and for monitoring results.
• Digital dashboard: presents the manager with desktop graphs and charts, and so a computerized picture of where the company stands on all those metric from the HR Scorecard process.
STRATEGIC HUMAN RESOURCE MANAGEMENT
• Strategic Human Resource Management– The linking of HRM with strategic
goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility.• Involves formulating and executing HR
systems—HR policies and activities—that produce the employee competencies and behaviors that the company needs to achieve its strategic aims.
Strategy Execution
Role
Strategic Planning
Roles
Strategy Formulatio
n Role
Human Resource Management’s Strategic Roles
1
2
3
4
5
Outline value chain activities
Define the business strategy
Outline a strategy mapIdentify strategically required outcomes
Identify required workforce competencies and behaviors
6
7
8
9
10
Create HR Scorecard
Identify required HR policies and activities
Choose HR Scorecard measuresSummarize Scorecard measures on digital dashboardMonitor, predict, evaluate
The 10-Step HR Scorecard Process
Creating an HR Scorecard
• The “Fit” Point of View )Porter(– All of the firm’s
activities must be tailored to or fit the chosen strategy such that the firm’s functional strategies support its corporate and competitive strategies.
Achieving Strategic Fit
Corporate productivity
and performanc
e improvemen
t efforts
Increased HR team
involvement in design of
strategic plans
Basic Strategic Challenges
Expanded role of
employees in the
organization’s
performance efforts
Strategic Human Resource Challenges
Human Resource
Professionals
Employee Behaviors
and Competenci
es
Components of a Strategic HRM System
Human Resource
Policies and Practices
Creating the Strategic Human
Resource Management System
Have a good week!