1. Strategic Organization Structure and Human Resource Management (Aligning Organization Structure and Human Resources Management to Business Stratgy)

2. Alignment Framework Business Strategy Organization Structure
Human Resources
Management
“HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model)”
(Fombrun et al, 1984).

3. Business Strategy Basic Concept
Strategy is the determination of the basic long-term goals and objectives of an enterprise, and the adoption of courses of action and the allocation of
resources necessary for carrying out these goals.
(Chandler, 1962)
Business strategy is concerned with the match between the internal capabilities of the company and its external environment.
(Kay, 1999)
A strategy, whether it is an HR strategy or any other kind of management strategy, must have two key elements: there must be strategic objectives (i.e. things the strategy is supposed to achieve), and there must be a plan of action (i.e. the means by which it is proposed that the objectives will be met).
(Richardson and Thompson, 1999)

4. Business Strategy Basic Concept
The concept of strategy is based on three subsidiary concepts: competitive advantage, distinctive capabilities and strategic fit.
Competitive advantage, Porter asserts (1985), arises out of a firm creating value for its customers. To achieve it, firms select markets in which they can excel and present a moving target to their competitors by continually improving their position.
Porter emphasized the importance of: differentiation, which consists of offering a product or service ‘that is perceived industry-wise as being unique’; and focus – seeing a particular buyer group or product market ‘more effectively or efficiently than competitors who compete more broadly’. He then developed his well-known framework of three generic strategies that organizations can use to gain competitive advantage. These are:
innovation – being the unique producer;
quality – delivering high-quality goods and services to customers;
cost leadership – the planned result of policies aimed at ‘managing away expense’.

5. Business Strategy Basic Concept
Distinctive capabilities
A distinctive capability or competence can be described as an important feature that in Quinn’s (1980) phrase ‘confers superiority on the organization’. Distinctive capabilities or core competences describe what the organization is specially or uniquely capable of doing. Distinctive capabilities are those characteristics that cannot be replicated by competitors, or can only be imitated with great difficulty.
Prahalad and Hamel (1990) argue that competitive advantage stems in the long term when a firm builds ‘core competences’ that are superior to its rivals and when it learns faster and applies its learning more effectively than its competitors.
Four criteria have been proposed by Barney (1991) for deciding whether a resource can be regarded as a distinctive capability or competency:
value creation for the customer;
rarity compared to the competition;
non-imitability;
non-substitutability.

6. Business Strategy Basic Concept
Strategic fit
The concept of strategic fit states that to maximize competitive advantage a
firm must match its capabilities and resources to the opportunities available
in the external environment.
As Hofer and Schendel (1986) conclude: ‘A critical aspect of top management’s work today involves matching organizational competences (internal resources and skills) with the opportunities and risks created by environmental change in ways that will be both effective and efficient over the time such resources will be deployed.’

7. Business Strategy Basic Concept
Craft a
Strategy
to Achieve
Objectives
Set
Develop a
Strategic
Vision
and
Mission
Implement
Execute
Improve/
Change
Revise as
Needed
Recycle
as Needed
Task 1
Task 2
Task 3
Task 4
Task 5
Monitor,
Evaluate,
and Take Corrective
Action
The Five Tasks of Strategic Management

8. Business Strategy Basic Concept
The systematic approach to formulating strategy
1. Define the mission.
2. Set objectives.
3. Conduct internal and external environmental scans to assess internal strengths and weaknesses and external opportunities and threats (a SWOT analysis).
4. Analyse existing strategies to determine their relevance in the light of the internal and external appraisal. This may include gap analysis, which will establish the extent to which environmental factors might lead to gaps between what could be achieved if no changes were made and what needs to be achieved. The analysis would also cover resource capability, answering the question: ‘Have we sufficient human or financial resources available now or that can readily be made available in the future to enable us to achieve our objectives?’
5. Define in the light of this analysis the distinctive capabilities of the Organization.

9. Business Strategy Basic Concept
The systematic approach to formulating strategy
6. Define the key strategic issues emerging from the previous analysis. These will be concerned with such matters as product-market scope, enhancing shareholder value and resource capability.
7. Determine corporate and functional strategies for achieving goals and competitive advantage, taking into account the key strategic issues. These may include business strategies for growth or diversification, or broad generic strategies for innovation, quality or cost leadership; or they could take the form of specific corporate/functional strategies concerned with product-market scope, technological development or human resource development.
8. Prepare integrated strategic plans for implementing strategies.
9. Implement the strategies.
10. Monitor implementation and revise existing strategies or develop new strategies as necessary.

10. ORGANIZATION STRUCTURE

11. ORGANIZATION STRUCTURE
TYPES OF
ORGANIZATION STRUCTURE

12. Evolusi Bentuk Struktur Organisasi
Hybrid
Process-base
Matrix
Divisional
Functional

13. Functional Organization

14. The Functional Form Advantages Disadvantages
Promotes skill specialization
Reduces duplication of scarce resources and uses resources full time
Enhances career development for specialists within large departments
Facilitates communication and performance because superiors share expertise with their subordinates
Exposes specialists to others within same specialty
Emphasizes routine tasks; encourages short time horizons
Fosters parochial perspectives by managers and limits capacity for top-management positions
Multiplies interdepartmental dependencies; increases coordination and scheduling difficulties
Obscures accountability for overall results

15. The Divisional Organization
Basis of Division:
Product
Customer
Regional

16. The Divisional Form Advantages Disadvantages
Recognizes interdepartmental interdependencies
Fosters an orientation toward overall outcomes and clients
Allows diversification and expansion of skills/training
Ensures accountability by departmental managers and promotes delegation
Heightens departmental cohesion and involvement in work
May use skills and resource inefficiently
Limits career advancement by specialists
Impedes specialists’ exposure to others within same specialties
Puts multiple-role demands upon people and creates stress
May promote departmental objectives as opposed to overall organizational goals

17. The Matrix Organization

18. The Matrix Structure Advantages Disadvantages
Makes specialized, functional knowledge available to all projects
Use people flexibly
Maintains consistency by forcing communication between managers
Recognizes and provides mechanisms for dealing with legitimate, multiple sources of power
Can adapt to environmental changes
Can be difficult to implement
Increases role ambiguity, stress, and anxiety
Performance is lowered without power balancing between projects and functions
Makes inconsistent demands and can promote conflict and short-term crisis orientation
May reward political skills over technical skills

19. The Process-Based Structure

20. Process-base Structure
Top
Management
Team
Process
Owner
Team 1
Team 2
Team 3
Market
Analysis
Research
Product
Planning
Testing
Customer
New Product Development Process
Process
Owner
Team 1
Team 2
Team 3
Customer
Analysis
Purchasing
Material
Flow
Distrib.
Procurement and Logistics Process

21. Characteristics of Process-Based Structures
Processes drive structure
Work adds value
Teams are fundamental
Customers define performance
Teams are rewarded for performance
Teams are tightly linked to suppliers and customers
Team members are well informed and trained

22. The Process-Based Form
Advantages
Disadvantages
Focuses resources on customer satisfaction
Improves speed and efficiency
Adapts to environmental change rapidly
Reduces boundaries between departments
Increases ability to see total work flow
Enhances employee involvement
Lowers costs dues to overhead
Can threaten middle managers and staff specialists
Requires changes in command-and-control mindsets
Duplicates scarce resources
Requires new skills and knowledge to manage lateral relationships and teams
May take longer to make decisions in teams
Can be ineffective if wrong processes are identified

23. Hybrid Structure CEO Executive Committee National Companies Germany
Power
Transformers
Power
Generation
Robots
47 Other
Business Areas
Germany
U.S.A
National
Companies
Norway
137 Other
National
Companies

24. Hybrid structure The pure types of structure rarely exist
Most are hybrids of different kinds
Common hybrid 1: functional and divisional
Common hybrid 2: functional and horizontal
Five Alive: an example of a hybrid structure

25. Aligning Organization StructureTo
Business Strategy

26. Alfred Chandler’s “structure follows strategy” concept assumes the necessity for organizational structural design changes to meet the demands of strategic goals.

27. DIMENSIONS OF ORGANIZATION STRUCTURE
Strategy menentukan struktur organisasi
Strategy, which determines direction
Structure, which determines the location of decision-making power
Processes, which have to do with flow of information
Reward system, which influence the motivation of people to perform and address organizational goals
People policies, which influence and define employee’s mindset and skill
STRATEGY
PEOPLE
STRUCTURE
PROCESSES
REWARDS

28. The Strategic Choice Approach to Organization Design
Strategy menentukan struktur organisasi

29. Operational excellence
DISKUSI KELOMPOK
Bentuk dua tim kemudian diskusikan dalam masing-masing tim struktur organisasi dibawah ini cocok untuk strategy generic Tracy & Wiersema yang mana?:
Product leadership
Operational excellence
Customer intimacy

30. The Divisional Organization
Chief Financial
Officer
VP Research
Product A
Manager
VP Human
Resources
VP Operations
VP Sales and
Marketing
Product B .
Product C
Chief Executive
Struktur organisasi diatas cocok untuk
strategy apa?

31. The Divisional Organization
Chief Financial
Officer
VP Research
Corporate Division
Manager
VP Human
Resources
VP Operations
VP Sales and
Marketing
Retail Division .
..Division
Chief Executive
Struktur organisasi diatas cocok untuk
strategy apa?

32. Aligning Human Resource
to Business Strategy

33. Kerangka alignment Human Resources Management dengan Business Strategy
Human Resource Strategy menyelaraskan Human Resource dengan Busniess Strategy
Kerangka alignment Human Resources Management dengan Business Strategy
Elemen dari HR Strategy yang nantinya akan didetailkan dalam
Human Resources Management

34. Strategic Human Resource Management: Concept and Process

35. Strategic Human Resource Management: Definitions
Strategic HRM defines the organization’s intentions and plans on how its business goals should be achieved through people. It is based on three propositions: first, that human capital is a major source of competitive advantage; second, that it is people who implement the strategic plan; and, third, that a systematic approach should be adopted to defining where the organization wants to go and how it should get there.
Strategic HRM is a process that involves the use of overarching approaches to the development of HR strategies, which are integrated vertically with the business strategy and horizontally with one another.
These strategies define intentions and plans related to overall organizational considerations, such as organizational effectiveness, and to more specific aspects of people management, such as resourcing, learning and development, reward and employee relations.

36. THE MEANING OF STRATEGIC HRM
Strategic HRM focuses on actions that differentiate the firm from its competitors Purcell, 1999). It is suggested by Hendry and Pettigrew (1986) that it has four meanings:
the use of planning;
a coherent approach to the design and management of personnelsystems based on an employment policy and workforce strategy and often underpinned by a ‘philosophy’;
matching HRM activities and policies to some explicit business strategy;
seeing the people of the organization as a ‘strategic resource’ for theachievement of ‘competitive advantage’.

37. Operational excellence
DISKUSI KELOMPOK
Bentuk dua tim kemudian diskusikan dalam masing-masing tim performance appraisal dibawah ini cocok untuk strategy generic Tracy & Wiersema yang mana?:
Product leadership
Operational excellence
Customer intimacy

38. DISKUSI KELOMPOK

39. DISKUSI KELOMPOK