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Learning outcomes
1. Explain why strategic planning is important to all managers.
2. Define strategic human resource management. 3. Describe SHRM models. 4. Explain linkage between strategy and HR strategy. 5. Give an example of strategic human resource management in practice. 6. Briefly describe three important strategic human resource management tools.
G.Dessler, 2011
G.Dessler, 2011
G.Dessler, 2011
The pattern of planned human resources deployments and activities intended to enable the firm to achieve its goals Wright, Mc Mahan, 1992 Formulating and executing human resources policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims Dessler, 2011
HIGH-PERFORMANCE MANAGMENT MODEL To make an impact on the performance of the firm through its people in such areas as productivity, quality, levels of customer service, growth, profits It requires rigorous HR processes
HIGH-INVOLVMENT MODEL To gain mutual understanding of what is to be achieved and a framework for managing and developing people to ensure that it will be achieved It requires partnership, communication and dialogue between managers and subordinates
M. Armstrong, 2001
G.Dessler, 2011
G.Dessler, 2011
Business strategy
Vertical fit
G.Dessler, 2011
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G.Dessler, 2011
A graphical tool that summarizes the chain of activities that contribute to a company's success, and so shows employees the "big picture" of how their performance contributes to achieving the company's overall strategic goals.
A process for managing employee performance and for aligning all employees with key objectives, by assigning financial and nonfinancial goals, monitoring and assessing performance, and quickly taking corrective action.
An information technology tool that presents the manager with desktop graphs and charts, so he or she gets a picture of where the company has been and where it's going, in terms of each activity in the strategy map.
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HR Scorecard
HR Scorecard a process for managing employee performance and for aligning all employees with key objectives, by assigning financial and nonfinancial goals, monitoring and assessing performance and quickly taking a picture is worth a thousands words corrective action
G.Dessler, 2011
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Key terms
Strategic planning Strategic fit Vertical fit Horizontal fit Strategic human resources management SHRM models Strategy map HR Scorecard Digital dashboard
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