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“Creating HRM Value by Strategic


Human Resources Management with
an ExtensionApproach: Ten Steps to
Strategic HR”

Research Method : Case Study


 Fenomena

 Teori
The findings show that the leaders of human resources usually face a variety

Background of organizational barriers (Longenecker and Fink, 2011).

 Empirik
In order to become successful, first the barriers should be prioritized and
then it should be resolved ultimately. In 2013, according to the Longenecker
and Fink findings, seven actions were identified In this paper, Based on
theoretical foundations and practical experiences of writers in more than 50
private companies in Isfahan in order to maximize the valuable assets of the
organization, which are known as human resources.

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◦ A review of previous
research is proposed:
Formulation of Successful organizations
the problem usually have powerful and
influential leaders.

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◦ Ten Steps to Strategic Human Resources

1. Strategic Thinking and Planning of Human Resources


2. Intelligent Recruitment of the Employees
3. Developing the Talents
4. Editing the Evaluation Indicators and Performing a
Management System
Research Results 5. Designing a Manager's Competency Model
6. Knowledge Management
7. Participatory Management
8. Designing the Motivational and Compensation system
9. The Importance of Developing Manager's Role in
HRM for All of the Managers
10.Developing the Ethnical Culture

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◦ The findings show that the strategic
human resource management will led to
create some values in a continuous way
and it will help the organization. The
Conclusion experts of human resources who work in
an operational way can see the effect of
above mentioned things.

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“Strategic Human Resources
Management as a Success Factor to
Achieve Total Quality Management”

Research Method : Examine various sources that


have been searched for and are available such as
by reading in various reference books and based
on experience.
Building a comprehensive model to address
strategic human resource management
Background aspects in a particular environment because
most of the models adopted are more
reliable in the case of newly established
companies.

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◦ How organizations face many challenges both
internally and externally while trying to stabilize
their staff retention rates, design jobs, train
Formulation of individuals with within the organization, set rules
for compensation and benefits, and help staff
the problem members balance family and professional life
requires great effort in shaping standards
strategic human resource management.

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◦ Strategic human resource management is
not only a function of the HR department but all
managers and executives need to be involved
because the role of people is very important for the
company's competitive advantage. In addition,
organizations that value their employees are more

Research Results profitable than those who don't. Research shows that
successful organizations have some similarities, such
as providing job security, engaging in selective
recruitment, using self-managed teams,
decentralizing, paying well, training employees,
reducing status differences, and sharing information.

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“Strategic Human Resources
Management as a Success Factor to
Achieve Total Quality Management”
◦ There are some parameters to measure the environmental
performance of the firms such as waste minimization, pollution
control measures, less environmental releases and recycling
activities by the firms. Environmental performance of the firms can
be enhanced by the appropriate implementation of environmental
management system (EMS), such as ISO 14001 certification which is
a method that requires high level of interactions between

Background environmental management (EM) and human resource


management (HRM).

◦ HRM practices refers to the actual human resource processes,
programs and techniques that business units or organizations
actually implement. In the same way, green HRM practices refer to
the actual green HRM processes, programs and techniques that
business units or organizations actually implement for reducing
negative environmental effects and developing positive
environmental effects from the operations of the organizations.
The ultimate purpose of green HRM practices is to enhance the
sustainable environmental performance of the organizations.

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Green Human Resources Management

◦ The development of Green HRM is not limited to awareness


toward environmental concern only but it also addresses the
improvement in economic and social well-being of human
life. Speaking differently, the greening of HRM constitutes
policies and practices of HR that are in line with economic,
social and environment balance there is the three pillars of
Research Method sustainability.
◦ The existing body of literature in green HRM is largely Western
based, and keeping the significance of the Asian economic
development for environment management, the green HRM
is a big and significant gap for conducting future research. As
a management research, there exists great potential in green
HRM, but unfortunately, the academic research is far behind
in practice in said area showing an imbalance between
academic research publication and practice research needs.

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◦ This paper starts with a brief review of existing
literature regarding green human resources
management and practices, followed by the
conceptual framework focused on the
relationship between three aspects of HRM there
Formulation of is recruitment, training and development, and
learning and environmental performance. The
the problem focus of the present paper is to develop a
conceptual framework with appropriate and
valid support from existing literature regarding
recruitment, training and development, and
learning, the three elements of HRM.

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◦ Reviewing the discussion, it can be concluded that
deep understanding of green HRM practices and its
scope and implementation helps organizations to
improve their environmental performance in an
appropriate manner. The green HRM practices are the
best means to make organization green. Green HRM
practices are useful in developing green behavior
attitude and competencies leading to green
performance by the firm. Therefore, it is suggested that
Research Results each function of HRM should be given priority for better
environmental performance.

◦ The results revealed that the organizations that follow


green criteria in recruitment, training and development,
and learning will get better environmental performance.
And the organizations looking to enhance the
environmental performance must implement green
HRM practices.

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Effect of Training Need Analysis (TNA) on
Effectiveness of Training in Garut Indonesia

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The era of globalization can be said to be a period where the
organization, because it often occurs in some competition in the
business and business world is not only organizations that the
training carried out is not in national or regional, but more
international scale. Therefore, accordance with the needs of
employees and the needs of the every organization is demanded to be
able to compete with organization. This activity is very important,
Backgrounds complicated, competitors closely. The increasingly competitive business
and difficult. It is said to be very important because besides world has
brought economic actors in the business world to being the basis of
further activities such as choosing the reformulate their strategies, so
that they can still exist and right training method, the cost of training is
not cheap so if can grow and develop.

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How to find out the extent of the influence of
Training Need Analysis (TNA) on the effectiveness of
Formulation training at the Garut Small and Medium Enterprises
Cooperative Office.
of problem

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It uses a quantitative analysis method that is
analyzing data that usingstatistical non-
parametrictestsand path analysis.
The analysis is used to test hypotheses about
TNA and the effectiveness of training.
Data to be processed, obtainedafter
distributing questionnaires to respondents to
Research Method
answer each item question involving
independent variables and dependent
variables.

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◦ Based on the overall test using F-test and path analysis it
can be concluded that Training Need Analysis (TNA) has
a positive effect on Training Effectiveness, with a
percentageof 44.4%. The remaining 55.6% of training
Research Results effectiveness isinfluenced by other factors that have not
been studied in this study, which also means that there is
a greater influence coming from outside factors that
influence the effectivenessof training.

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Efficiency of the Strategic Planning of the
Human Resources (System of Libyan
Universities as a Model)
. Educational institutions including universities need to reorient
their strategic plans into the human resources in a comprehensive
plan context to influence all matters related to human resources,
including polarization, employment, training, and re-
organizational structure planning, compensation, management of
Backgrounds wages, benefits, and safety in the workplace, and employee
relations, with considering of the differences between human
resources, to the maximum output, and characteristics of the
development of multiple extensive experience within the
university, and their surrounding environment.

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How effective is the
Strategic planning of the
Formulation of problem
human resources
management in
theLibyan Universities.

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Using of strategic planning in the
administrative process in universities
and in their activities became a way
to improve the moral power of
scientific and spatial ability of these
intuitions, in term of strategic
planning requires a strategy plans to
Research Method achieve the desired goals, and it
requires more innovation tools to
deal with the environmental variables
to get new dimensions for the
institution future.

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◦ In conclusion, human resource management signifies a
system to manage the human element as it is the most vital
factor influencing thesuccess of the organization adaptation
to dominant changes in the working environment, and then
its ability to achieve specific goals.

◦ Through a review of the reality of Libyan universities


Research Results education, we could discern some of the challenges
[8]including: There is a gap between the educational system,
and the developments of private country data of globalization,
information technology, telecommunications. There are also
weaknessespoints of the low return on efficiency and quality
of education despite the increase in the cost to offer services.
From results of the study carried out by on the University of
Benghazi, he found that there is a deficiency in the elements
of the graduate system.

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Conclusion
In conclusion, human resource
management signifies a system to
manage the human element as it is
the most vital factor influencing
thesuccess of the organization
adaptation to dominant changes in
the working environment, and then
its ability to achieve specific goals.

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THANK YOU!

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