Introduction of SHRM & HR Strategies

TACTICS PLANNING STRATEGY POLICIES

Meaning  Tactics are action plans Planning is thinking in Strategy is concerned with Policy is a blueprint of the
through which strategies advance, for the actions those organizational organizational activities which
are implemented. which are going to take decisions which have not are repetitive in nature.
“Taktikos,” which loosely place in the future. been dealt in the same form.
translates to “the art of
ordering or arranging.” We
now use the term to denote
actions toward a goal
What is it A plan for attaining a Planning is a road map for Strategic formulation is Policy formulation is
particular goal accomplishing any task. done basically by middle responsibility of top
level management. management.
Nature They respond to present Preventive Strategy deals with Policy deals with daily
events and conditions. Strategic decision activities essential for
They aren’t future plans effective and efficient running
of an organization

Related to Tactics are the specific Thinking Towards the present Policy is concerned with both
actions or steps you conditions. Strategy is thoughts and actions
undertake to accomplish concerned mostly with
your strategy action

         
 Definition of SHRM

Strategic human resource management can be defined as the linking of

human resources with strategic goals and objectives in order to improve
business performance and develop organizational culture that foster
innovation, flexibility and competitive advantage
Key difference between HRM and SHRM
HRM SHRM
A managerial function is which frames HR
 The handling of manpower of the
strategies in such a way to direct employee’s
organisation in a thorough and
efforts towards the goals of an organisation is
structured manner is called Human known as SHRM.
Resource Management or HRM.
Proactive
 Reactive Line manager
 Staff specialists Long term

 Short Term People and their knowledge

 Capital and products

AIMS OF SHRM APPROACHES OF SHRM
 The fundamental aim of strategic HRM is to
 Attempts to link Human Resource
generate a perspective on the way in which
critical issues relating to people can be
activities with competency-based
addressed. performance measures
 It enables strategic decisions to be made that  Attempts to link Human Resource
have a major and long-term impact on the activities with business surpluses or
behaviour and success of the organization by
profit
ensuring that the organization has the skilled,
committed and well-motivated employees it
needs to achieve sustained competitive
advantage
Challenges of SHRM

1. High resistance from the top management and bottom line

2. Interdepartmental conflict
3. Limited time, money and the resources
4. Diverse workforce
5. Rapid Structural changes
6. Economic and market pressure influenced the adoption of
strategic HRM
What does it means to be a…
Business partner Strategic Partner
 The definition of a business partner  A strategic business partner is a leader who is
includes any contractual, exclusive bond included in conversations about the future,
between parties that represents a mission, goals, and overall strategy of a
commercial alliance. company or organization.
 A strategic business partner, while not a
 The two parties may be individuals who
member of the C-suite or executive leadership
agree to work together to create and
team, has a voice in their HR conversations.
manage a business.
 The HR business partner is generally
 The parties may also be separate teams,
considered to be a strategic business partner
groups, or businesses that agree to that can offer recommendations, make
cooperate and work together for a decisions, and carry out
mutually beneficial common purpose.
Role of HR as a Strategic partner in an organization
HR MANAGER STRATEGIC HR MANGER

• Recruitment in form of advertising which • Talent acquisition by planning and determining

can results in not so qualified applicants the current staffing needs and also future needs
• They would also take into account the on the
• They train employees to perform required
job motivational level and job satisfaction
job tasks
• They are proactive and plans before the issues
• They are reactive and plan after the issue arises
arises
• These activities cannot be outsourced
• Hr activities conducted are repetitive and • Strategic hr conducts regular meetings with
routine which can be outsourced line mangers for future hiring.
• They conduct yearly meetings to review • Example: Walmart focuses on innovate , focus
performance. on customer needs , improve process &services
Types of HR Strategies

General HR strategies Specific HR strategies

• Corporate social responsibility

• High performance management
• Organisational development
• High commitment management • Employee engagement
• High involvement management • Resourcing
Criteria for HR Strategies

DOS DONTS

• Satisfy business needs • Should not be a wishful thinking

• Should be turned into actional • Should not only benefit the
program
business of organisation
• Should be coherent
 Formulating HR Strategy
 Aligning business and HR needs
 Developing your HR strategy
 Organisational performance
 Strategic resourcing
 Organisation development
 Compensation and benefits
Example of formulating Hr strategies
Company like Nissan – Kaizen concept.

Company like BT- Reputation for loyalty.

Implementation of HR Strategy
DOS DONTS
•To involve the whole organisation in the • Don’t follow someone who can’t prove they
strategic planning process; have developed successful strategies;
•To accurately assess your organisations •Don’t set too many goals;
strengths and weaknesses; •Don’t rush the process for the sake of an
•To be flexible to changes in the whole outcome;
‘environment’ during the process. • Don’t assume the final outcome until all the
•To give the right support through the process; facts are on the table
•Don’t give people ‘tasks’ who don’t have the
•To make decisions based on facts;
skills to perform them
•To make sure you can ‘measure’ the success
•Don’t bully your way to a strategic outcome
of the implementation process
 
Conducting Strategic Review

Examples
 To ensure compliance with Federal and State employment regulations.
 To give you an outside perspective.
 To determine if the structure of your HR Department is set up for success.
 To provide clear guidance on areas of improvement.
Strategic role of

TOP MANAGEMENT LINE MANAGERS

• Planner • Effectively manage change

• Meeting • Incorporate a participative management style

• Develop teams
• Decision making
• Solve conflicts
• Organization climate
Case study
A company ABC is into a business of telecom industry since last 10 years they have
workforce in a count of 100 employees leading various role. Company management
require that hiring managers hire workers to complete company task. The ability to use
efficient hiring practices are essential in a company’s Strategy. Common practices used for
hiring employees include reviewing resumes, checking references, and conducting
interviews. Within a company, hiring managers may lower organizational cost if they use
effective hiring strategies and improper hiring techniques increases business cost due to
employee turnover. As the baby boomer population is beginning to decrease the supply of
workforce talent, especially for employee fit and retention. The general business problem
is that some hiring managers are unable to make hiring decisions for organizational fit,
which result in lower retention and increased hiring costs. the specific problem is that
some hiring managers lack strategies to hire employees that fit into the organization.
Question
Formulate Hr strategy for Hiring employees in ABC company?
Solution
1. Salary and Benefits Must Be Competitive
2. Hire the Right Person at The Start
3. Reduce Employee Pain
4. Have Leaders, Not Bosses
5 Impression management- a process used by individual to attempt to influence
the perception that others have of the individual persona.
6.Talent managers – used interchangeably with hiring manager.
7. Exit interview of previous employee.