文档介绍：:.
StrategicHumanResource
Management
1:TheStrategicHumanResource
Management
1Objectives
•Compareandcontrastthestrategicviewofhuman
resourcemanagementandthetraditionalviewof
humanresourcemanagement.
•Explaintheroleofstrategichumanresource
managementinthestrategicmanagementprocess.
•Givenaparticularstrategy,recommendthe
functionalhumanresourcepracticesthatneedtobe
chosen.
•DescribetheessentialelementsofSHRM
•Explainhowanorganization'sstrategicplanis
integratedwiththemajorhumanresource
managementfunctions.
2HRMRoleChange
•TheHRfunctionhashistoricallybeenreactiveand
subservienttotheotherbusinessfunctions.
•Rolehaschangedrecentlyduetoenvironmental
changeanduncertainty
•Needtomaintainaneffectivealignmentwiththe
environmentwhilemanaginginternal
interdependencies.
3HRMRoleChange
•Increasingly,competitivenessisviewedasbeing
dependentonhumancapitalandthushuman
resources.
•Competitiveadvantageincompaniesisitsworkers--it
iswhatoftendistinguishescompanieswithsimilar
technology.
•HRMhascometobeseenasdirectlyrelatedtothe
abilityofthefirmtocopewithorganizationaland
environmentcontingencies.
•Recently,therehasbeenareorientationtoan
integrative,proactive,andstrategicwayoflookingat
anorganization'semployees.
4HRMRoleChange
•Historically,topmanagementandsubordinateline
managersdelegatedpersonnelmatterstothe
personneldepartment.
•Primaryfunctionsincluded:
–Humanresourceplanning;
–Recruitingstaff
–Jobanalysis
–performancereviewsystems
–Wage,salary,andbenefitsadministration
–Employeetraining
–Personnelrecordkeeping
5CharacteristicsofPastApproach
•HR/Personnelfunctionwasphysicallyand
psychologyseparatedfromtherealworkofthe
organization.
•,
piecemealfashion.
•HR/Personnellackedanintegrative,proactive,and,
aboveall,strategicorientation.
HRM
(a)Personnel-TheTraditionalView