hrm 1 strategy
DESCRIPTION
Course on HRM (7 parts)TRANSCRIPT
Human Resource Management
Building Bridgesbetween
The Company & Person
HRM creates Commitment Match ‘Click’ Flow ‘Fit’ Synergy Shared Value’sbetween Company & Person
> Result: Quality & Quantity & Advantage
Business and Trends: Economical
EU Global world Asia China Resources Russia Africa South-America Pension Worldwide
companies ‘Virtual’
workforce
Taxes Subsidies Immigration International Companies Law / legislation Infrastructure Share holders Environment Global alliances Service economy
Business and TrendsTechnological
ICT Genetics Mobile tel. Computer Proc. Technology Global Warming Ecological
disturbance Natural resources
CD/DVD Laser Logistics Scale enlargement Media R & D Internet Knowledge economy Short product life
cycle
Business and TrendsSocial & Political
Globalization Islam Feminism Changing Value’s Media Health Spirituality Individualism Intercultural Divorces Aging Working at home
Secularization Crime Education Art / Theater War on Terror Fugitives/
foreigners Multi-cultural Stress / Burn-out Safety Home at work ‘Mixed’ families
Business innovations
Mission & Targets & Strategy
Product Process / Cost & Quality Service Market Organizational ‘Mixed Grill’
Employee ‘Innovations’ Higher education Multicultural Autonomy / democracy Migration More women Feminizing Mixed value’s Permanent education / coaching Spirituality
Organization > ‘Organizing’ External: O & T > ‘Fit’
- Economical / EU- Technological / Internet- Social-Political / Intercultural
Internal: S & W > ‘Fit’- Strategy; Product & Market- Structure & processes; BPR- Culture; customer oriented
Doing the right thing in the right way creative
The new ways of organising ‘Atomic’ (Ryf, 1993) Flexible (Volberda, 1998) Fractal (Warnecke,1993) Individualised (Ghoshal and Bartlett,1998) Cellular (Miles, 1997) Network ( Sydow, 2000) Post-modern (Clegg, 1990) Post-bureaucratic (Heckscher, 1994) Virtual (Davodow and Malone, 1993) Project oriented Informal
HRM & Trends‘ever changing matches’
New missions & visions New organizations, products, processes,
markets New insights New skills New attitudes New value’s New leaderships>>> new ‘matches’
Change &Development
Separation &outplacement
PerformanceManagement
Recruitment &Selection
Strategic HRM planning
HRM concepts & tools
Change &Development
Separation &outplacement
PerformanceManagement
Recruitment &Selection
Strategic HRM planningMission
External fitStrategic fit
Organizational fitInternal & cultural fit
SWOT analysisKnowledge & competence management
Strategic HR policy & planningLabor market
HRM concepts & tools
Strategic HRM planning
Actual strategy
A. InternalS & W
B. ExternalO & T
Evaluation
Creative alternatives
Critical choices
Implementation
Strategic HRMConcepts and Instruments
Mission statement SWOT analysis HRM planning Quality planning (skills / talent) Quantity planning Knowledge management Innovation & Change management ‘Place’ within the company
HRM TRENDS Competence management E-HRM Assessment Coaching Performance management PDP / Self-management Health / Safety / Well-being Learning organization Flexibility Staff > Management Stress-management Workforce diversity
THE HUMAN RESOURCE MANAGEMENT PROCES
THE RIGHT PERSONAT THE RIGHT TIME
FOR THE RIGHT JOBDOING THE RIGHT THING
THE RIGHT WAY
GETTING & KEEPING & DEVELOPING HUMAN TALENT
TUNING: ORGANIZATIONS OBJECTIVES <-->
HUMAN NEEDS / MOTIVES
MATCHING ------> FIT IN !!!
“MANAGING THE ICEBERG”