Strategic HR management(SHRM) Contents Definition of SHRM Relation between SHRM and Org. Strategy SHRM Objectives Differences between SHRM and Traditional HRM 4 1 2 3 5 SHRM Practices 6 Challenges DocumentDocument Strategic Human Resource Management can be defined as the linking of Human Resource functions ( Planning, Staffing, Training and Development, Compensation and Benefits, Employee Relation, etc) with organizations strategy and objectives in order to improve organization performance and develop organizational culture that foster innovation, flexibility and competitive advantage. Definition Purposes 1. Assist organization to execute strategy and achieve goals /objectives 2. Develop organizational culture ( innovative, hard -working, etc) 3. Make organization more attractive, competitive and effective Key Missions Human Human Resource Resource (Capital)(Capital) Training Training DevelopingDeveloping Managing Managing AssessingAssessing Searching Searching SelectionSelection Allocation Allocation UsingUsing DevelopingDevelopingImplementingImplementingSupervisingSupervising AssessingAssessing AdjustingAdjusting SHRM System SHRM Definition Strategic HR management(SHRM) Contents Definition of SHRM Relation between SHRM and Org. Strategy SHRM Objectives Differences between SHRM and Traditional HRM 4 1 2 3 5SHRM Practices 6Challenges “Over the past three years, nearly 40 percent of the top 2500 CEOs have been removed from their posts. Nearly all of them, due to a failure to execute the strategy.” Bossidy and Charan Relation between SHRM and Org. Strategy “ it is not the lack of a strategy that causes Senior Executives to lose sleep, but rather their organizations inability to execute against a strategy ” Booz-Allen & Hamilton “Having a great strategy is no longer enough lots of companies can develop great strategies. To win, companies must be able to turn great strategy into great performance. In short, they must be able to execute.” Marion Associates “Execution is a disciplined process or logical set of connected activities that enables an organization to make its strategy work. Execution can itself be a source of competitive advantage.” Hrebiniak, Making Strategy Work, Wharton Relation between SHRM and Org. Strategy Strategy PeopleProcesses Alignment = Successful Execution To execute strategy successfully, you need to align your strategy, process and people! SHRM Bridge Relation between SHRM and Org. Strategy 8 Past Strategy Internal Environment Culture Contract Model Policies Structure Market Trends Government Laws and regulations Competitions Technologies External Environment Culture/Religions Head Quarter Organization Strategy SHRM Relation between SHRM and Org. Strategy Processes Strategic HR management(SHRM) Contents Definition of SHRM Relation between SHRM and Org. Strategy SHRM Objectives Differences between SHRM and Traditional HRM 4 1 2 3 5SHRM Practices 6Challenges Service Company BETTER Objective I： Attractive Competitive Effective More Reputation Assist Organization to achieve goals and objectives much easier and more effectively. Not just Short-term, but more focused on Middle and Long-term. SHRM Objectives Objective II： Psychological Needs Basic Needs Self ActualizationSelf Actualization EsteemEsteem Love and BelongingLove and Belonging SafetySafety PhysiologicalPhysiological SHRM Focused on How ? SHRM Objectives Internal work environment Organization Culture Scientific Career Design Humanized HR Policy/ Procedure Disciplinary Rules SHRM Org Structure Compensation Fair/Just/Open T&D JD Reasonable Procedures Benefits Respect (Position/People) Be respected . SHRM Objectives Strategic HR management(SHRM) Contents Definition of SHRM Relation between SHRM and Org. Strategy SHRM Objectives Differences between SHRM and Traditional HRM 4 1 2 3 5SHRM Practices 6Challenges VS Passive Short term Initiative Middle-Long term Workload(40%/40%/20%) Business Oriented Service Centre Profit Centre THRMSHRM Differences between SHRM and Traditional HRM THRM Focused on Recruitment Compen sation Training Policy Adjusting Procedures Perfecting Other Departments Consulting /Outsourcing Companies Local Government Oil Company SHRM HR Market / Local Law Developing and updating HRM System Cooperating and Supervising Focused on Differences between SHRM and Traditional HRM SHRM Administration Communication Admin SHRM Communication 10% 70% 20% 30% 30% 40% 1.Explanation of Policy and Procedures. 2.Usage of the HR system. 3.Training and Cooperation with Focal Person. 4.Cooperation and Supervising of Consulting or Outsourcing Com. THRM SHRM Differences between SHRM and Traditional HRM Strategic HR management(SHRM) Contents Definition of SHRM Relation between SHRM and Org. Strategy SHRM Objectives Differences between SHRM and Traditional HRM 4 1 2 3 5SHRM Practices 6Challenges DocumentDocument 1. Why we need to develop SHRM1. Why we need to develop SHRM 2. Conditions for SHRM2. Conditions for SHRM 3.