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Chapter 6 - Strategic Human Resource Management

Strategic human resource management involves attracting, developing, rewarding and retaining employees for their benefit and the organization's benefit. It uses analyses of the organization's vision, mission, strategies and human resource needs to develop HR practices like work design, job analysis, job descriptions and elements of recruitment like replacements, additional staff, upgrading skills and internal vs external hiring. The goal is to boost productivity and company success through employee satisfaction and engagement.

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Jinessa Lance
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316 views10 pages

Chapter 6 - Strategic Human Resource Management

Strategic human resource management involves attracting, developing, rewarding and retaining employees for their benefit and the organization's benefit. It uses analyses of the organization's vision, mission, strategies and human resource needs to develop HR practices like work design, job analysis, job descriptions and elements of recruitment like replacements, additional staff, upgrading skills and internal vs external hiring. The goal is to boost productivity and company success through employee satisfaction and engagement.

Uploaded by

Jinessa Lance
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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STRATEGIC HUMAN

RESOURCE MANAGEMENT
* Srategic Human Resource Management

• the practice of attracting, developing, rewarding and


retaining employees for the benefit of both the employees
as individuals and the organization as a whole.
* Schematic Diagram of HRM today

Analysis
Vision Human Resources
Stakeholders
Strategies Needs
Interests
Behavior
Mission Internal Growth Culture
Competitors

HR Practices

Work Design and People Company Output


Management Success

Human Resources
Output

Productivity
* Work Design

• An arrangement in the workplace that has the objective of


overcoming employee alienation and job dissatisfaction
that comes about from mechanical and repetitive tasks in
the workplace.
• Wok Design is used by organizations to boost productivity
by offering employees non-monetary rewards such as
satisfaction from a greater sense of personal
achievement.
* Job Analysis

Job Analysis refers to the process of obtaining information


about jobs.

▪ Selection
▪ Performance Appraisal
▪ Training and Development
▪ Job Evaluation
▪ Career Planning
▪ Work Redesign
▪ Human Resource Planning
* Job Description

• Job Description are essential tools in the success of


organization. These are written statements of the duties,
responsibilities, reporting relationships, and minimum
qualifications of a job.
* Elements of Recruitment

▪ Replacements for high turnover


▪ Additional manpower for future expansion
▪ Upgrading the caliber of people because positons have
become more complex and complicated.
▪ Hiring to hurt the competitor's ability to hire top caliber
talents.
▪ Increase of capability of the firm through people with new
sets of skills.
* Internal Hiring

❖ .Is when the business looks to fill the vacancy from within
its existing workforce
Companies today use internal recruitment to fill roles in
their business that are best suited to having an insider's
view or knowledge, as well as encourage loyalty and a
sense of progress for employees.
* External Hiring

❖ Is the assessment of an available pool of job candidates,


other than existing staff, to see if there are any
sufficiently skilled or qualified to fill and perform existing
job vacancies.
It is the process of searching outside of the current
employee pool to fill open positions in an organization.
THANK YOU :-)

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