27-11-2012, 03:43 PM
Human Resource Management Strategy
Human Resource.ppt (Size: 236.5 KB / Downloads: 284)
The Meaning of “Strategy”
A critical factor that affects Firm Performance
A factor that contributes to Competitive Advantage in markets
Having a long-term focus
Plans that involve the top executives and/or board of directors of the firm
A general framework that provides a perspective for selecting specific policies and procedures
Why is HR critical to firm performance?
85% of all firms in the US are service firms.
Service is delivered by people.
Low quality HR leads to low quality customer service.
In the 21st century effective knowledge management translates into competitive advantage and profits.
Knowledge comes from a firm’s people.
What is unique about Human Resource Management?
HR is multidisciplinary: It applies the disciplines of Economics (wages, markets, resources), Psychology (motivation, satisfaction), Sociology (organization structure, culture) and Law (min. wage, labor contracts, EEOC)
HR is embedded within the work of all managers, and most individual contributors due to the need of managing people (subordinates, peers and superiors) as well as teams to get things done.
HR Strategy: Context of HR System
The “Five Factors” Influencing the HR System
External Environment
Social: social values, roles, trends, etc.
Political: political forces, changes. Ex. Bush presidency and its agenda for Social Security.
Legal: laws, court decisions, regulatory rules.
Economic: product, labor, capital, factor markets.
HR Strategy: Consistency
Consistency is an important quality related to the implementation of HR policies. Employees should receive a clear, undiluted message of what behaviors are important and desirable. When there is a fit between HR systems, employees are likely to receive consistent feedback. The 3 types of consistency are…