Presentation is loading. Please wait.

Presentation is loading. Please wait.

Professor Nancy Papalexandris Lecture 1 Human Resource Management Practices Strategic Role of Human Resource Management 1- 22.

Similar presentations


Presentation on theme: "Professor Nancy Papalexandris Lecture 1 Human Resource Management Practices Strategic Role of Human Resource Management 1- 22."— Presentation transcript:

1 Professor Nancy Papalexandris Lecture 1 Human Resource Management Practices Strategic Role of Human Resource Management 1- 22

2 Professor Nancy Papalexandris Human Resource Management HRM Definition: The policies, practices, and systems that influence employee’s behavior, attitudes and performance

3 Professor Nancy Papalexandris Human Resource Management HRM Mission: To obtain develop, compensate, integrate and maintain the necessary personnel for the accomplishment of the organizations’ goals and objectives.

4 Professor Nancy Papalexandris Sustainable Competitive Advantage Employees Who Add Value Employees Who Are Rare Culture That Can’t be Copied

5 Professor Nancy Papalexandris Human Resource Management Main Practices Personnel Management Human Resource Planning Recruitment & Selection Training & Development Labour Relations Health & Safety Rewards Job Analysis & Job Description Performance Appraisal

6 Professor Nancy Papalexandris Human Resource Management Additional Practices Human Resource Management Corporate Social Responsibility Total Quality Management Organisational Culture & Climate Teambuilding & Empowerment Organisational Change Leadership Style Knowledge Management HR Outsourcing

7 Professor Nancy Papalexandris Questions Used to Determine If Human Resources Are Playing a Strategic Role in the Business 1. What is HR doing to provide value-added services to internal clients? 2. What can the HR department add to the bottom line? 3. How are you measuring the effectiveness of HR? 4. How can we reinvest in employees? 5. What HR strategy will we use to get the business from point A to point B? 6. What makes an employee want to stay at our company? 7. How are we going to invest in HR so that we have a better HR department than our competitors? 8. From an HR perspective, what should we be doing to improve our marketplace position? 9. What’s the best change we can make to prepare for the future? 1-7

8 Professor Nancy Papalexandris HRM and its Link With Various Stakeholders Stockholders and Investors Return to sales Return to assets Return to investments Strategic Partners (Suppliers, Joint Ventures, Unions) Fair treatment Mutual benefit The Organization Productivity Profits Survival Customers Quality service Quality products Fair price Innovation Employees Compensation Satisfaction Empowerment Job security Human Resource Management Society Legal compliance Social responsibility Ethical management practices

9 Professor Nancy Papalexandris How is the HRM Function Changing ? From Personnel to HRM  Time spent on administrative tasks is decreasing. HR roles as a business partner, change agent, and employee advocate are increasing.  HR managers are challenged to shift focus from current operations to future strategies and prepare line managers to develop and implement HR practices.

10 Professor Nancy Papalexandris HRM Important Challenges –Employee engagement –Self-service – giving employees online access to information about HR issues –Outsourcing – the practice of having another company provide services to save money and spend more time on strategic business issues. –Evidence-based HR – demonstrating that human resource practices have a positive influence on the company’s bottom line or key stakeholders (HR audit). – Strategic Role of HR

11 Professor Nancy Papalexandris Strategic Human Resource Management 1.Linking business strategy with HR practices 2.A set of planned HR activities helping the organization to reach its strategic goals 3.Designing an appropriate Human Resource Strategy to achieve the best possible employee performance.

12 Professor Nancy Papalexandris Strategy Formulation External Analysis OpportunitiesOpportunities ThreatsThreats StrategicChoiceGoals Internal Analysis StrengthsStrengths WeaknessesWeaknesses Mission

13 Professor Nancy Papalexandris Strategy Formulation  Mission is a statement of the organization's reasons for being.  Goals are what the organization hopes to achieve in the medium-to long-term future.  External analysis examines the organization's operating environment to identify strategic opportunities and threats.  Internal analysis identifies the organization's strengths and weaknesses.  Strategic choice is the organization's strategy, which describes the ways the organization will attempt to fulfill its mission and achieve its long term goals.

14 Professor Nancy Papalexandris Strategic Implementation HR Practices Recruiting Training Performance management Labor relations Employee relations Job analysis Job design Selection Development Pay structure Incentives Benefits FirmPerformance Productivity Quality Profitability HumanResourceActions Behaviors Results -productivity -absenteeism - turnover HumanResourceCapability Skills, Abilities Knowledge HumanResourceNeeds Skills Behavior CultureStrategicChoice

15 Professor Nancy Papalexandris Strategic Types Porter's Strategies …competitive advantage stems from a company’s ability to create value in two ways…  Cost leadership  Differentiation

16 Professor Nancy Papalexandris HRM Needs According to Strategic Types Different strategies require different types of employees.  Cost strategy firms seek efficiency, carefully define needed employee skills and use worker participation to seek cost-saving ideas.  Differentiation firms need creative risk takers.

17 Professor Nancy Papalexandris Strategic Decisions and their Implications for HRM STRATEGIC DECISIONS IMPLICATIONS FOR HR MANAGEMENT Add new types of equipment Training Grow through acquisition Selection (from acquired firm) Training Compensation Outplacement (redundant workers) Take on additional debt to prevent takeover Compensation (reduced) Outplacement

18 Professor Nancy Papalexandris Strategic Decisions and their Implications for HRM STRATEGIC DECISIONS IMPLICATIONS FOR HR MANAGEMENT Market products internationally Selection Training Compensation Seek new location for manufacturing plant Transfer Recruitment Selection Training Pursue low-cost competitive strategy Compensation (incentives) Labor relations (agreement) Training

19 Professor Nancy Papalexandris Questions Used to Determine If Human Resources Are Playing a Strategic Role in the Business 1. What is HR doing to provide value-added services to internal clients? 2. What can the HR department add to the bottom line? 3. How are you measuring the effectiveness of HR? 4. How can we reinvest in employees? 5. What HR strategy will we use to get the business from point A to point B? 6. What makes an employee want to stay at our company? 7. How are we going to invest in HR so that we have a better HR department than our competitors? 8. From an HR perspective, what should we be doing to improve our marketplace position? 9. What’s the best change we can make to prepare for the future?


Download ppt "Professor Nancy Papalexandris Lecture 1 Human Resource Management Practices Strategic Role of Human Resource Management 1- 22."

Similar presentations


Ads by Google