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Meeting Present and Emerging Strategic Human Resource Challenges.

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Presentation on theme: "Meeting Present and Emerging Strategic Human Resource Challenges."— Presentation transcript:

1 Meeting Present and Emerging Strategic Human Resource Challenges

2 How can HR influence firm performance? How can HR cope with workplace changes and trends? What are HR strategies that help a firm achieve competitive advantage? Challenges facing HR

3 Key HR Challenges for Today’s Managers: Environmental Rapid change Workforce diversity Globalization Internet revolution Legislation Evolving work and family roles Skill Shortages Rise of the service sector

4 Competitive Position: Cost, Quality, distinctive capabilities Decentralization Downsizing Organizational restructuring Self-managed work teams Small business growth Technology Outsourcing Key HR Challenges for Today’s Managers: Organizational

5 Basic assumptions and beliefs shared by members of an organization… rules, norms behaviors philosophy dominant values feeling or climate Key HR Challenges for Today’s Managers: Cultural

6 Individual Challenges Matching People and Organization Matching people and organizations Ethical dilemmas Social responsibility Productivity Empowerment Brain drain Job insecurity Key HR Challenges for Today’s Managers: Individual

7 Strategic HR Choices – Options Available in Designing an HR System Work FlowsStaffingEmployee SeparationsPerformance AppraisalTraining and Career DevelopmentCompensationEmployee RelationsEmployee RightsInternational Management

8 HR Strategy Leads to Improved Organizational Performance HR Strategies Organizational Strategies Organizational Characteristics Organizational Capabilities Environments

9 Porter’s Differentiation Strategy HR Strategies: Emphasis on innovation and flexibility Broad job classes Loose work planning External recruiting Team based training Emphasis on individual-based pay Use performance appraisal as a developmental tool

10 Porter’s Low-cost Leadership Strategy HR Strategies: Efficient production Explicit job descriptions Detailed work planning Emphasis onqualifications and skills Emphasis on job-specific training Emphasis on job-based pay Use of performance appraisal as a control device

11 Porter’s Focus Strategy Low cost Differentiation

12 Miles and Snow Defender – conservative business units that prefer to maintain a secure position in a relatively stable product or service area Prospector – emphasize growth and innovation, development of new products

13 Miles and Snow Defender Strategy -- RECRUITING Internal recruitment HR makes selection decision Emphasis on qualifications and skills Formal hiring and socialization process

14 Miles and Snow Prospector Strategy -- RECRUITING External recruitment Supervisor makes selection decision Emphasis on applicant fit with culture Informal hiring and socialization process of new employees

15 Miles and Snow Defender Strategy -- Compensation Fixed pay Job-based pay Seniority-based pay Centralized pay decisions

16 Miles and Snow Prospector Strategy -- Compensation Variable pay Individual-based pay Performance-based pay Decentralized pay decisions

17 HR Best Practices Employment security Selectivity in recruiting High wages Incentive pay Employee ownership Information sharing Participation and empowerment Self managed teams Training and skill development Cross-utilization and cross training Promotion from within

18 HR Department and Managers “The role of a company’s HR department is to support, not supplant managers’ HR responsibility” “Every manager is an HR manager”

19 HR must understand… internal / external customers key business disciplines business structure, vision, values, goals, strategies, finances competitors, products, technology and sources of competitive advantage KNOWLEDGE OF BUSINESS How HR can be a Strategic Partner

20 STRATEGIC THINKING How HR can be a Strategic Partner Understand strategic business planning Apply a systematic HR planning process Integrate HR systems to build capability and competitive advantage for the firm Develop and integrate department strategies within corporate framework

21 PROCESS SKILLS How HR can be a Strategic Partner Know management processes Know process skills: consulting, problem solving, evaluation and communication Understand organizational development Facilitate and manage change Manage under uncertainty and instability

22 TECHNOLOGY How HR can be a Strategic Partner Maintain HR documentation using knowledge management and technology Build firm’s capability using info systems Provide training in use of technology

23 XYZ has a 1 billion budget and staff of 7,000. To speed growth, XYZ announced a series of performance objectives for individual business chiefs who before enjoyed much free rein. In addition, XYZ introduced specially trained “black belts” to root out inefficiencies in departments. If you were a “black belt”, what would you look for? Case


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