STRATEGIC HUMAN RESOURCE

MANAGEMENT


Lecturer: Rachelle D. Ubal, MIR
ULRICHs HR Roles
Aligns HR strategies and makes tangible
contributions to the business

Identifies and develops new behaviors that build
capability for transformation toward sustaining
the organizations competitiveness
Concerned with designing and delivering
infrastructure toward efficient HR
processes
Deals with day-to-day problems, needs, and concerns
to promote employee well-being, building their
capability and commitment
STRATEGIC PARTNER
ADMINISTRATIVE EXPERT
EMPLOYEE CHAMPION
CHANGE AGENT
FUTURE
PROCESS PEOPLE
DAY-TO-DAY
What is strategic HRM?
Human resource management becomes
strategic when it is incorporated as part of
strategic business planning and is used to
focus employee commitment and loyalty
toward the attainment of corporate objectives
like quality and productivity. (G.T. Sison, UP
SOLAIR)
Concerned with explaining how HRM
influences organizational performance (Boxall
and Purcell)
All those activities affecting the behavior of
individuals in their efforts to formulate and
implement the strategic needs of business.
(R.S. Schuler 1992)
The pattern of planned human resource
deployments and activities intended to enable
the firms to achieve its goals. (Wright and
McMahan 1992)
Business
Planning
VMGO
Business strategies
HR Planning
and Acquisition
Forecasting, inventory, audit
Recruitment, selection, placement

HR
Maintenance
Performance management
Rewards and salary administration
Health, safety, recreation, discipline
The HR Functions
HR
Development
Training
Career development
Organization development
Separation
Retirement, termination
Redundancy and retrenchment

HRIS
e-201
Intranet
Strategic HRM and the HR
Functions
HR planning and acquisition
The process by which a company ensures
that it has the RIGHT NUMBER and KINDS of
people, in the RIGHT PLACES at the RIGHT
TIME, doing the things for which they are
economically most useful ( Andres 1980)

Recruitment
Finding qualified people and encouraging
them to apply for work with the
organization
Best practices: BPO industries (one-day
processing, employee branding), Jollibee
BOTP (targeted internship)
Trends: social networking taking over job
boards (e.g., JobsDB, Jobstreet)


Selection
Choosing among those who apply
Best practices: competency-based firms
Trends: profiling; targeted selection (STAR
method = situation/task, action, result)