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CHARLES COTTER26 NOVEMBER 2012
STRATEGIC HUMAN RESOURCES PLANNING AND MANAGEMENT
PRESENTATION OVERVIEWIntroduction
Key presentation topics
Summary
Questions
DEFINITION OF STRATEGIC HUMAN RESOURCES MANAGEMENT
(SHRM)
SHRM is defined as an approach to managing people that deals with how the organization’s goals will be achieved through its human resources by means of integrated HR strategies, policies and practices.
UNPACKING THE CONCEPT OF STRATEGY
Objective is to gain a sustainable competitive advantage
It is future-focused
Includes an environmental analysis
Strategic fit - effective utilizes and employs matches resources, capabilities and distinctive competencies to opportunities to achieve a competitive advantage
Requires integration and alignment
PROPOSITIONS OF SHRMThe HR of an organization play a strategic role in it’s
success
HR strategies and plans should be integrated with business strategies and plans
Human capital is a major source of competitive advantage
It is people who implement business strategy
A systematic approach should be adopted to planning and implementing HR strategies
LEARNING ACTIVITYBased on the 5 propositions of SHRM,
evaluate/rate on a scale of 1-5, the degree of strategic relevance and impact of your current organizational HRM practices
Calculate the % of strategic relevance and impact
Identify the gaps of SHRM
AIMS/OBJECTIVES OF SHRM The fundamental aim of SHRM is to generate strategic
capability by ensuring that the organization has the skilled, committed and well-motivated employees it needs to achieve a sustainable competitive advantage.
SHRM has 2 objectives:
To achieve fit or integration
How? Through vertical alignment with the business strategies and horizontally across all HR practice areas
Provide a sense of direction in an often turbulent business environment so that the business needs and individual/collective needs of the employees are achieved.
How? Through the development and implementation of coherent and practical HR policies and programmes
LEARNING ACTIVITYBased on the aims and objectives of
SHRM, evaluate/rate on a scale of 1-5, the degree of strategic relevance and impact of your current organizational HRM practices
Calculate the % of strategic relevance and impact
Identify the gaps of SHRM
FUNDAMENTAL CONCEPTS OF SHRM
Vertical integration - alignment and horizontal integration – bundling
Best fit vs. Best Practice
STRATEGIC ROLE OF HRMStrategic Business Partner
Employee Champion
Administrative Expert
Change Agent
LEARNING ACTIVITYBased on the strategic roles of HRM,
evaluate/rate on a scale of 1-5, the degree of strategic relevance and impact of your current organizational HRM practices
Calculate the % of strategic relevance and impact
Identify the gaps of SHRM
APPROACHES IN HRM STRATEGY FORMULATION
Inside-out approach
Outside-in approach
Which is more effective?
Which approach does your organization adopt?
SHRM PROCESSStep 1: Strategic Analysis
Step 2: Strategy Options and Choice
Step 3: Strategy Formulation
Step 4: Strategy Implementation
Step 5: Strategy Monitoring and Evaluating
SUMMARYKey points
Questions
Contact details:
Charles Cotter 084 562 9446 [email protected] Linked In