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Module 1 - Intro To Strategic HRM

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Module 1 - Intro To Strategic HRM

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kwimn10
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© © All Rights Reserved
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Introduction to

Strategic Human
Resource Management

JM Cuadra
HR Branding
• Firm’s corporate image or
culture
• Embodies values and standards
that guide peoples’ behavior
• People know what the company
stands for, the people it hires,
the fit between jobs and people,
and the results it recognizes
and rewards
• Important in getting the highest
quality applicants to join firm
Utilization of
individuals to achieve
organizational objectives

Strategic All managers at every


level must concern
themselves with human
Human resource management

Resource
Five functions of HR,M
Management
Human ng
fi
taf Hu
Resource S m
De an
ve Re
lop so
m urc
Management en e

Emp r Relati
Lab
t

o
loye
Human

Functions Resource

e an s
1

ation
Management

on
d

pens
Com
Safety and
Health
1. Staffing

JOB ANALYSIS HUMAN RESOURCE RECRUITMENT SELECTION


PLANNING
Staffing (Cont.)
• Staffing - Process through which
the organization ensures it always
has the proper number of employees
with appropriate skills in the
right jobs at right time to
achieve organizational objectives
• Job analysis - Systematic process
of determining skills, duties, and
knowledge required for performing
jobs in the organization
Staffing (Cont.)
Human resource planning - Systematic
process of matching the internal and
external supply of people with job
openings anticipated in the organization
over a specified period of time .

Recruitment - Process of attracting


individuals on a timely basis, in
sufficient numbers, and with appropriate
qualifications, to apply for jobs with
an organization
Staffing (Cont.)

• Selection -
Process of
choosing from a
group of
applicants the
individual best
suited for a
particular
position and the
organization
Training

Development

2. Human Career Planning

Resource Career Development

Organizational Development

Development Performance Management

Performance Appraisal
• Training - Designed to
provide learners with
knowledge and skills needed
Human for their present jobs
• Development - Involves
Resource learning that goes beyond
today's job; it has a more
Development long-term focus
• Career planning - Ongoing
(Cont.) process whereby individual
sets career goals and
identifies means to achieve
them
• Career development - Formal
approach used by the
organization to ensure that

Human people with proper


qualifications and experiences
are available when needed
Resource • Organization development – The
planned process of improving
Development the organization by developing
its structures, systems, and

(Cont.) processes to improve


effectiveness and achieving
desired goals
Human Resource
Development (Cont.)
• Performance management - Goal-
oriented process directed toward
ensuring organizational
processes are in place to
maximize the productivity of
employees, teams, and
ultimately, the organization
• Performance appraisal - Formal
system of review and evaluation
of individual or team task
performance
3. Compensation
Compensation - All rewards that individuals
receive as a result of their employment
Compensation (cont...)

• Direct Financial Compensation - Pay


that person receives in the form of
wages, salaries, bonuses, and
commissions.
• Indirect Financial Compensation
(Benefits) - All financial rewards
not included in direct compensation
such as paid vacations, sick leave,
holidays, and medical insurance.
• Nonfinancial Compensation -
Satisfaction that a person receives
from the job itself or from the
psychological and/or physical
environment in which the person
works.
Employees who work
in safe environment
4. Safety and
health
enjoy
are
good
more

and likely
productive
to be
and
yield long-term
Health benefits to
organization.
Safety • Safety - Involves
protecting employees
from injuries caused by
and work-related accidents
• Health - Refers to
Health employees' freedom from
illness and their
general physical and
(cont...) mental well being
• Private-sector union membership has
fallen from 39 percent in 1958 to

5. 7.8 percent in 2005.


• Business is required by law to

Employee recognize a union and bargain with


it in good faith if the firm’s
employees want the union to

and Labor represent them


• Human resource activity is often

Relations
referred to as industrial relations
• Most firms today would rather have
a union-free environment
Human • Human resource
research is not a
Resource separate function.
• It pervades all HR
Research functional areas.
Interrelationships of
HRM Functions

• All HRM
functions are
interrelated
• Each function
affects other
areas
Desser, Garry. Human Resource Management. 10th
Edition. © 2015 Prentice Hall Inc

Itika, Josephat Stephen (2015). Fundamentals of


human resource management. © University of
Groningen / Mzumbe University, 2015. ISBN 978-90-
5448-108-9

Senyucel, Zorlu. (2019). Managing the Human


Resource in the 21st Century. © 2019Zorlu Senyucel
and Ventus Publishing ApS. ISB 978-87-7681-468-7

Tyson, Shaun. (2016). Essentials of Human Resource


Management. Butterworth-Heinemann is an imprint of

References:
Elsevier Linacre House, Jordan Hill, Oxford OX2 8DP
30 Corporate Drive, Suite 400, Burlington, MA
01803, USA
Get ready for the Quiz
on August 24, 2023
Thank you

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