PRESENTATION ON THE STRATEGIC IMPORTANCE OF MANAGING HUMAN RESOURCES

Names of the presenters

Fadi Al Asasbrh 093018016

Strategy
Is to determine the long-term objectives and the allocation of resources to achieve these goals Strategic Management Thinking about how to use the resources available to the Organization in order to achieve the goals and objectives to be achieved.

Strategic Management of Human Resources

The SHRM literature is rooted in manpower (sic) planning, but it was the work of influential management gurus affirming the importance of the effective management of people as a source of competitive advantage, that encouraged academics to develop frameworks emphasizing the strategic role of the HR function and attaching the prefix strategic to the term human resource management

The strategic importance of MHR

The subject of the conduct of human resources is one of the most important topics which captured the attention of many specialists in the field of business management and the fact that the human component is of great importance, since it is one of the most important factors of production in the Organization. Human Resource Development is a vital area for firms because ideas for innovation, quality and continuous improvement, as well as other critically important inputs needed to compete in the modern, highly competitive business world, come from people and not from machines.

The strategies of the general human resources stem from sub-strategies of major importance, which can expose as follows:
Strategy of polarization and the formation of human resources This aims to attract elements of efficiency and good experience for recruitment and use them. Strategic management of human resources performance Formulate a strategy for effective change for individuals within the organization in order to achieve its goals

Strategic training and human resource development In order to raise their efficiency, knowledge and skills of labor and guide their attitudes towards certain activities
Strategic performance measurement and assessment of human resources Develop a strategy In order to know the extent to which actual performance of human resources is being achieved in accordance with the organization set strategic goals . Strategic compensation and reward of human resources Develop a system of incentives, promotion bounce to make the human resource more motivated in accordance with organizations set strategic goals.

The most important elements and procedures based upon the human resources strategy: Analysis of the external environment Intended to analyze the climate and to identify the exact and follow-up to the elements of climate and its components and changes thereto Analysis of internal climate Mean climate and the internal elements of a set of human, material and moral, which interact with each other to achieve the goals for which it was organized and which is provided, strengthen or weaken and limit the selection of the actions of a certain group of potential future actions of the Organization.

Determine the strategic direction of human resources Determine the directions sought by the Organization and senior management in the areas of human resources, which include the key issues in human resources, selection and differentiation between the sources of internal or external sources to obtain the required elements

Identify strategic objectives in the field of human resources Determine what the objectives of the organization, and what the result set you want to access

Formulation and the strategic composition

Required to answer several questions:

What are the working procedures to be followed by the organization to achieve its objectives? What are the operational objectives to be achieved through this process? What are the required changes in organizational structure, administrative processes and personnel required? Implementation of the Strategy
is the implementation of the strategy by translating them in the form of plans,

programs and budgets reflect the respective activities to be implemented

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Follow up the implementation and evaluate the strategic results Its to monitor the implementation of the Strategy at the level of control strategy to ensure the safety of the strategic direction of the strategic management of human resources as well as the tactical level of control

The most important alternative human resource management strategies

Offensive Strategy
Depend on the policies polarization for the selection and appointment of individuals with the skills and higher competencies Defenseive strategy They try to maintain higher efficiency at its facility in order to strengthen its competitive position.

Mmoderation strategy It is a compromise bargaining of this kind of strategies in negotiating positions, especially with trade unions on the terms of labor relations

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