Download - 1) SHRM
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Strategic Human Resource ManagementStrategic Human Resource Management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance
‘If a global company is to function successfully, strategies at different levels need to inter-relate’
‘An organizations HRM policies and practices must fit with its strategy in its competitive environment and with the immediate business condition it faces
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Strategic Human Resource ManagementObjectives
The objective of the course is to develop the perspective of Strategic human resource management.
Specifically the course has the following objectives:Distinguish the strategic approach to human resource from
the traditional function
Understand the relationship of HR strategy with overall
Corporate strategy
Understand the strategic role of specific HR system
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Contd– Alignment between business and human resource
management strategies
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Contd• Skills in
– Aligning HR strategies with business strategies;
– Talent management;
– Job and organization design;
– Performance management;
– Designing development programs;
– Succession planning and career development;
– Strategic reward Systems;
– Labor-management relations;
– Diagnosing organizations
– Identifying appropriate behavioral interventions
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Strategic Human Resource ManagementTopics
1.Introduction to Strategic HR
2.Definition need and importance-Introduction to business and Corporate strategies-Integrating HR strategies with business strategies –Developing HR Plans and Policies
3. Human Resource Environment
Technology and organizational Structure –Broad influences
of Technology-Influences of HRIS-workforce diversity- Demographic
changes-Temporary contract labour-Global environment-Global
competition-Global sourcing of labour-WTO and labour standards
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Strategic Human Resource Management4.Recruitment and retention strategies
e-Selection and Recruitment-Organizational Cultures Emphasing Interpersonal Relationship values-effective selection procedures-job enrichment and job satisfaction-practices providing work life balance-other practices in facilitating retention-employee involvement-Autonomous work team
5.Training and development strategies
Creating learning organizations-Virtual learning organisation- Developing competency model(competency mapping)- Investment in Employability -multiskilling and succession planning-Cross cultural training
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Strategic Human Resource Management6.Performance management Strategies
Defining Key result areas(KRA)-Result based performance-Linking
performance to pay –Merit based promotion-e performance management
7.Reward and compensation Strategies-Strategically oriented Compensation
Systems-Skill based pay-Broadbanding-Team based pay-profit sharing-
Variable pay-Executive compensation
8.Retrenchment Strategies
Downsizing-VRS-HR outsourcing-Early retirement plans –Project based
employment
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Strategic Human Resource Management9.Human aspects of Strategy implementation-Behavioral issues in strategic
implementation-matching culture with strategy-Human side merger and
acquisition-Leadership power and politics-Employee morale-Personal
values and Business ethics
10.Global HR Strategies
Introduction to global HR strategies-Developing HR as a value adding
function
11.Evaluating Strategic contributions of Traditional Areas-HRP-Staffing-
Training-Performance evaluation systems-Compensation systems-Labour
and employee relations
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Additional research
• The Emerging Roles of HR• Read: A New Mandate for Human Resources, by Dave Ulrich,
• Aligning HR to the Business• Read: Aligning Business and HR Strategies, by Linda Holbeche
Organizational Alignment: The 7S Model
• Having Trouble with your Strategy? Then Map It• Developing a Competency Model
Read: The Core Competence of the Corporation
Definition of a Competency
` Designing Competency Studies
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Contd
• Organization Analysis and Job Design
Read: Designing Dynamic Organizations
The Building Blocks of Organization
Principles of Design
Job Design and Employee Selection
• Talent Management: Some Considerations• Read: The War for Talent, by Michaels, Handfield-Jones, and xelrod,
The Talent Myth, by
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• Employee Relations
• Organization Culture and Change
• Organization Culture Diagnosis
• Structuring the HR Function
• Managing Organization Culture Change
• Stabilizing Organization Culture
• Evaluating Organization Culture Change
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Project
• Group Project:
• The purpose of the Group Project is to give you all a chance to apply what you have learned from SHROD on the concrete realities of a specific business organization. You will do this as a team of not more than 3 people.
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Project
• The paper should cover the following areas:
•
– Brief description of the company’s business strategy(ies) or corporate objectives;
– Description of the desired human organization that will ensure the delivery of the business strategy(ies) or achieve corporate objectives. You can use the 7 S or Balance Scorecard frameworks, or a combination of the 2 frameworks in doing this;
– Analysis of the existing organization and identification of gaps between # 2 and 3;
– Recommendations on HR strategies, policies, programs and practices that will create the desired human organization. Note that all the topics we will be exploring in class are directed towards creating a human organization that will support the business strategies and goals of business organizations.
•
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Books Recommended
1.Strategic HRM-Jeffrey Mello,Thomson Publiation New Delhi
2. Strategic HRM-Charles R.Greer,Pearson education Asia,New Delhi
3.Strategic HRM-Michael Armstrong,Kogan Page London
4.Strategic HRM-Agarwal,Oxford University Press,New Delhi
5.Human Resource Management –Gary Dessler,PHI,New Delhi
6.Strategic and Development-Richard Regis-Excel books,New Delhi