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Ch. 2: Strategic HRM

Ch. 2: Strategic HRM. SHRM = “The pattern of planned human resource deployments and activities intended to enable the organization to achieve its goals”. Strategic Management Process.

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Ch. 2: Strategic HRM

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  1. Ch. 2: Strategic HRM SHRM = “The pattern of planned human resource deployments and activities intended to enable the organization to achieve its goals”

  2. Strategic Management Process • Strategy Formulation = ______________________________________________________________________________________________ • Strategy Implementation = ______________________________________________________________________________________________

  3. Strategic Process and HRM • Figure 2.1, p. 60 • HRM in the Strategic Mgmt Process(Fig. 2.3, p. 62) • Administrative linkage • One-way linkage • Two-way linkage • Integrative linkage

  4. Strategic Process and HRM • HRM and Strategy Formulation • Figure 2.4, p. 64 • Company mission and goals • External analysis • Internal analysis • Strategic choice

  5. Strategy Implementation and HRM • HRM Practices • Job analysis • Job design and redesign • Recruiting and Selection • Performance Management • Human Resource Development • Compensation and Benefits • Employee relations/maintenance

  6. Strategic Implementation and HRM • ROLE BEHAVIORS • STRATEGY TYPOLOGY • Concentration • External Growth • Internal Growth • Mergers and acquisitions • Downsizing/”rightsizing”

  7. Strategic HRM Professionals • Human Resource hats: • Human Resource competencies • Business • Professional and technical • Integration • Change management

  8. What CEOs want from HR Executives • “Earning a seat at the Table” • Help the company do more with less. • Know the business and the needs of line managers • Disseminate and align strategy • Conduct the orchestra

  9. TEAM DISCUSSION • Choose a major sports team. Describe the team’s general strategy. How does the composition of the team members(e.g., size, speed, ability, etc.) relate to their strategy? What are the team’s strengths and weaknesses? How do the strengths and weaknesses affect the overall strategy? • Is Strategic HRM easier in large or small organizations?

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