HRM Notes - Chapter 2 Strategy and Human Resource Planning...

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Chapter 2 – Strategy and Human Resource Planning Strategic Planning and Human Resources Strategic planning: Procedures for making decisions abut organizations long-term goals and strategy HR Planning (HRP): Process of anticipation and providing for the movement of people into, within, and out of an organization. Strategic Human Resource Management (SHRM): Combines strategy formulation and implementation HR Planning Process Step 1: Mission, Vision, & Values • Mission: Goals of the company • Strategic Vision: Path to achieving the goals in mission • Core Values • Whole Foods video: They have a commitment to quality and valuing employees… The company wants to ensure that employees feel valued. Step 2: External Analysis • Environmental Scanning: 1. Economic Factors: General, regional, and global conditions 2. Industry and Competitive Trends: New processes, services and innovations 3. Technological Changes: Information technology and automation 4. Government and Legislative Issues: Laws and administrative rulings 5. Social Concerns: Child care, education, societal priorities 6. Demographic and Labour Market Trends: Age, composition, literary rate and immigration • Five Forces Frame Work: Rival Firm Rival Firm New Entrants New Entrants Customers Customers Substitiutes Substitiutes Suppliers Suppliers
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Step 3: Internal Analysis • Forecasting: A critical element of panning ~ Forecasting supply ~ Forecasting demand ~ Balancing supply and demand Step 4: Formulation Strategy • Corporate Strategy: ~ Growth and diversifications ~ Mergers and acquisitions ~ Strategic alliances and joint ventures • Business Strategy: ~ Low Cost Strategy: Compete on productivity and efficiency ~ Differentiation Strategy: Compete on value added • Functional Strategy: Ensuring alignment ~ Vertical fit/alignment ~ Horizontal fit/alignment Step 5: Strategy Implementation Taking Action: • Reconciling supply and demand • Balancing demand and supply considerations • Organizational downsizing, out-sourcing, and off-shoring • Making Layoff decisions Internal analysis Internal analysis Core Capabilities Core Capabilities Composition Composition Corporate Culture Corporate Culture
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Step 6: Evaluation and Assessment Evaluation and Assessment Issues • Benchmarking • Human capital metrics • HR metrics
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Chapter 3 – Equity and Diversity in Human Resource Management Employment Equity 2 Main Goals • Redress past discrimination • Prevent future discrimination Designated Groups: The Legal Framework • The Canadian Charter of Rights and Freedoms • The Canadian Human Rights act (CHRA) • Provincial laws Exemptions Bona Fide Occupational Qualification/Requirement (BFOQ/BFOR) • A justifiable reason for discrimination based on business reasons of a safety or effectiveness (i.e.: Rejecting an applicant for a firefighting position that cannot lift the required weight/ meet physical safety standards) Reasonable Accommodation Adjustments in job content and working conditions that an employer may be
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