In addition HRM can directly affect the two remaining variables structure and

In addition hrm can directly affect the two remaining

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people, and reward systems. In addition, HRM can directly affect the two remaining variables: structure and information and decision processes. The role of the HRM function becomes one of: 1. Ensuring that the company has the proper number of employees with the levels and types of skills required by the strategic plan. 2. Developing “control” systems that en sure that those employees are acting in ways that promote the achievement of the goals specified in the strategic plan. Job analysis = the process of getting detailed information about jobs. Job design = the process of defining the way work will be performed and the tasks that will be required in a given job. Jobs can vary from having a narrow range of tasks (most of which are simplified and require a limited range of skills) to having a broad array (=serie) of complex tasks requiring multiple skills. In the past, the narrow design of jobs has been used to increase efficiency, while the broad design of jobs has been associated with efforts to increase innovation. Recruitment = the process of seeking applicants for potential employment. Selection = the process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristic that will help it achieve its goals. Verspreiden niet toegestaan | Gedownload door Emilie Spaan ([email protected]) lOMoARcPSD|1748678
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The strategy a company is pursuing (=volgen) will have a direct impact on the types of employees that it seeks to recruit and select. Training = a planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees. Development = the acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in client and customer demands. The acquisition of strategy-related skills is an essential element of the implementation of strategy. Through recruitment, selection, training, and development, companies can obtain a pool of human resources capable of implementing a given strategy. Performance management = the means through which managers ensure that employees’ activities and outputs are congruent with the organization’s goals. Generic strategies proposed by Porter: o Cost o Differentiation Value can be created in one of two ways. First, value can be created by reducing costs. Second, value can be created by differentiating a product or service in such a way that it allows the company to charge a premium price relative to its competitors. The “overall cost leadership” strategy focuses on becoming the lowest cost producer in an industry. The “differentiation” strategy attempts to create the impression that the company’s product or service is different from that of others in the industry.
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