战略人力资源管理经典资料英文版.ppt

Strategic Human Resource Management Objectives Compare and contrast the strategic view of human resource management and the traditional view of human resource management. Explain the role of strategic human resource management in the strategic management process. Given a particular strategy, recommend the functional human resource practices that need to be chosen. Describe the essential elements of SHRM Explain how an organizations strategic plan is integrated with the major human resource management functions. HRM Role Change The HR function has historically been reactive and subservient to the other business functions. Role has changed recently due to environmental change and uncertainty Need to maintain an effective alignment with the environment while managing internal interdependencies. HRM Role Change Increasingly, competitiveness is viewed as being dependent on human capital and thus human resources. Competitive advantage in companies is its workers--it is what often distinguishes companies with similar technology. HRM has come to be seen as directly related to the ability of the firm to cope with organizational and environment contingencies. Recently, there has been a reorientation to an integrative, proactive, and strategic way of looking at an organizations employees. HRM Role Change Historically, top management and subordinate line managers delegated personnel matters to the personnel department. Primary functions included: Human resource planning; Recruiting staff Job analysis performance review systems Wage, salary, and benefits administration Employee training Personnel record keeping Characteristics of Past Approach HR/Personnel function was physically and psychology separated from the real work of the organization. Personnel depts. grew in a relatively uncoordinated, piecemeal fashion. HR/Personnel lacked an integrative, proactive, and, above all, strategic orientation. Figure 2.1 Traditional and Strategic Views of HRM (a) Personnel