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Chapter
16
Strategically Managing the
HRM Function
After reading this chapter, you should be able to:
Describe the roles that HR plays in firms today and the
categories of HRM activities.
Discuss how the HR function can define its mission and
market.
Explain the approaches to evaluating the effectiveness of
HR practices.
Chapter
16
Strategically Managing the
HRM Function
Describe
Introduction
Human
resource management
practices can help companies
gain a competitive advantage.
Virtually every HR function in
top companies is going through a
transformation process to create
a function that can play this new
strategic role while fulfilling its
other roles.
Transformational
Knowledge management
Cultural Change
Strategic redirection and renewal
Management development
Traditional
Recruitment and selection
Training
Performance management
Compensation
Employee relations
Transactional
Benefits administration
Record keeping
Employee services
Traditional
strategic value.
Transformational
Customer-Oriented Perspective
Customers
Line managers
Strategic planners
Employees
HRM function
Technology
Staffing
Performance management
Rewards
Training and development
Customers Needs
Committed employees
Competent employees
Scan the
external
environment
Identify
strategic
business
issues
Identify
people
issues
Develop
HR
strategy
Communicate
the HR
strategy
Categorizing HR Strategies
HR-Focused
People issues/
outcomes
HR strategy
People-Linked
People issues/
outcomes
HR strategy
Business-Linked
Business issues/
outcomes
People issues/
outcomes
HR strategy
People issues/
outcomes
HR strategy
Business-Driven
Business issues/
outcomes
Analytic Approach
Focuses on either:
(1) determining whether the
introduction of a program or
practice has the intended
effect or
(2) estimating the financial
costs and benefits resulting
from an HR practice.
More demanding than the audit
approach because it requires
the detailed use of statistics and
finance
Outsourcing
Outsourcing
Reengineering
Reengineering
Identify the
process to be
reengineered
Understand
the process
Redesign
the process
Implement
the process
Feedback
HRM Effectiveness through New TechnologiesEHRM - The speed requirements of e-business force HRM
managers to explore how to leverage technology for the delivery
of traditional and transformational HRM activities.
Recruitment and Selection - Technology has enabled firms to
monitor hiring processes to minimize the potential for
discriminatory hiring decisions.
Compensation and Rewards - Leveraging technology may allow
firms to better achive their compensation goals with considerably
less effort.
Training and Development - Technology allows firms to deliver
training and development for at least some skills or knowledge
faster, more efficiently, and possibly more effectively.