Chapter 2 Notes - Chapter 2 Notes Strategic HR Management...

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Chapter 2 Notes Strategic HR Management and Planning Nature of Strategy and HR Management : Strategy – the proposition an organization follows for how to complete successfully and thereby survive and grow. Strategic HR Management – the use of employees to gain or keep a competitive advantage, resulting in greater organizational effectiveness. Strategic HR Management Process : Strategic Success with HR Practices : Recognized HR Best Practices: 1. Employment Security 2. Selective Recruiting 3. High Wages/Incentives 4. Information Sharing/Participation 5. Training/Cross Training 6. Promotion From Within 7. Measurement Common Areas for HR Strategies : Planning 1. Organizational Restructuring 2. Job Redesign 3. Critical Staffing Levels 4. Workforce Additions/Reductions 5. Succession Planning Performance Enhancements 1. Training and Development 2. Productivity/Performance Management 3. Compensation/Benefits Review 4. Retention Increase 5. Technology Systems Operationalizing HR Strategy : Thinking Strategically:
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1. Understand the Business 2. Focus on Key Business Goals 3. Know What to Measure 4. Prepare for the Future Possible HR Areas for Core Competencies : 1. Innovation 2. Outstanding Service 3. Unusual Quality 4. Special Skills 5. Productivity HR as Organizational Contributor : HR Contributions to Organization Effectiveness: 1. Organization Productivity 2. Customer Service and Quality 3. Financial Contributions Organizational Productivity : Productivity – measure of the quantity and quality of work done, considering the cost of the resources used. Unit Labor Cost – computed by dividing the average cost of workers by their average levels of output. Approaches to Improving Organizational Productivity : Goals: Increase organizational productivity. Reduce unit labor costs. 1. Restructuring the Organization: i. Revising organizational structure ii. Reducing staff iii. Aiding in mergers and acquisitions 2. Re-Designing Work: i. Changing workloads and combining jobs ii. Re-shaping jobs due to technology changes 3. Aligning HR Activities: i. Attracting and retaining employees ii. Training, developing, and evaluating employees iii. Compensating employees and other HR activities 4. Outsourcing: i. Using domestic vendors/contractors instead of employees ii. Outsourcing operations internationally HR Effectiveness and Financial Performance : Effectiveness – the extent to which goals have been met.
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