[管理学]人力资源管理2.pptVIP

Strategic Human Resource Management After reading this chapter, you should be able to: Describe the differences between strategy formulation and strategy implementation. List the components of the strategic management process. Discuss the role of the HR function in strategy formulation. Describe the linkages between HR and strategy formulation. Strategic Human Resource Management Discuss the more popular typologies of generic strategies and the various HR practices associated with each. Describe the different HR issues and practices associated with various directional strategies. List the competencies the HR executive needs to become a strategic partner in the company. HRM Environment Macro Labor Market Economics Technology Culture Politics Micro Strategy and Structure HRM Subjects Leader HRM Professionals Functional managers Introduction The goal of strategic management in an organization is to deploy and allocate resources in a way that gives it a competitive advantage. Human resource managers should: have input into the strategic plan, have specific knowledge of the organization’s strategic goals, know what types of employee skills, behaviors, and attitudes are needed to support the strategic plan, and develop programs to ensure that employees have those skills, behaviors, and attitudes. What is Strategic Management? Strategic Management is a process for analyzing a companys competitive situation, developing the companys strategic goals, and devising a plan of action and allocation of resources that will help a company achieve its goals. Strategic human resource management is the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals. Components of the Strategic Management Process Strategy Formulation: Strategic planning groups decide on a strategic direction by defining the companys mission and goals, its external opportunities and threats, and its internal strengt