Imran Ghaznavi Course Code: MGT557 COMSATS Strategic Human Resource Management.

Slides:



Advertisements
Similar presentations
Slides have references to related pages in the Guide
Advertisements

Telecommunication Development Bureau HR as a knowledge facilitator or Manager ITU Regional Workshop on Strategic HR Management Cairo Egypt April.
Strategic Value of the HR Function Presentation by
Deborah Voyt, Ph.D. Presented at D-SHRM Total Rewards October 2013
Employer led consortia & provider networks Charles Pickford
Corporate Governance across Ethics, Culture & Citizenship; What to give and what to expect? The Effects of HRM Practices on Organizational Performance.
Chapter 16 Creating and maintaining high- performance organizations
Kellogg: Organizational Development Dialogue Staff Engagement, Retention, and Recognition July 21, 2010.
Human Resource Management and Strategic Human Resource Management
Human Resource Management
Aligning Human Resources and Business Strategy
HR STRATEGIES. Concept of strategy The direction and scope of an organization over the long term. It should match the resources of the organization to.
Making Human Resource Management Strategic
Strategic Human Resource Management
Imran Ghaznavi Course Code: MGT557 COMSATS Strategic Human Resource Management.
Human capital management
Company LOGO Leading, Connecting, Transforming UNC… …Through Its People Human Capital Management.
16-1 McGraw-Hill/IrwinCopyright © 2009 by The McGraw-Hill Companies, Inc. All Rights Reserved. fundamentals of Human Resource Management 4 th edition by.
© 2014 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
UNIT 22- Managing Human Resources
MGT-555 PERFORMANCE AND CAREER MANAGEMENT
Strategic Human Resource Management
Job design & job satisfaction
Strategic Human Resource Management
Strategic Human Resource Management
Performance Management System (PMS). The major concern for the organization to assess the level of efficiency of the employees working in the organization.
Assessment GroupDepth of analysis and clarity of issues (4) Contextuality Practicability, Novelty of recommendtns (4) Quality of Presentation (Consistancy.
Strategic Human Resource Management
Managing People: Becoming a Talent Manager ABOG Conference UC Santa Barbara April 2012 Farfalla Borah Manager, Employee & Labor Relations UCSB Human Resources.
Concept of Strategy.
Strategic Human Resource Management
STRATEGIC HR MANAGEMENT
Human Resource Management Lecture-45 Today’s Topics.
© 2007 Towers Perrin Does being a Top Employer make a difference in employee engagement? How - And Why - Top Employers Are Building An Oasis for Talent.
What is a high-performance work system?
Learning and Development CHAPTER 16 Promoting talent and career development.
TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 1 ® Building a Talent Mindset: Group Activity Groups in the session were asked to Select the management.
PROMOTING HUMAN RESOURCES IN THE PUBLIC SECTOR: CRITICAL ROLE OF HUMAN CAPITAL IN THE PERFORMANCE OF PUBLIC SERVICES IN AFRICA Africa’s Human Resources.
Imran Ghaznavi Course Code: MGT557 COMSATS Strategic Human Resource Management.
The Nature of Staffing HR-302 CLASS -1. Outline Nature of Staffing  The Big Picture  Definition of Staffing  Implications of Definition Staffing Models.
Human Resource Staffing and Performance Management Introduction
Copyright © 2012 Pearson Canada Inc. 0 Chapter 8 Implementing Strategy.
High Performance Work Systems (HPWS). HR Alignment Planning and Job Design Recruiting and Selection Training and Development Performance Management Compensation.
Chapter 8 Career Planning and Development
Overview What do we mean by a Learning Organisation? Why did we develop a People Development Framework? What was the process involved in building the.
Human Resource Staffing and Performance Management Introduction
Talent Management.
Gallup Q12Yes/ No Do you know what is expected of you at work? Do you have the materials and equipment you need to do your work right? At work, do you.
FINANCE - A Workforce Strategy for a High Performance Culture Delivering excellence, Engendering trust, Stimulating Innovation, Exemplifying leadership.
WHAT IS THE SAME THING BETWEEN THEM??  Leading people  Influencing people  Commanding people  Guiding people  Leadership is the influencing process.
Advances in Human Resource Development and Management Course code: MGT 712.
1. Development Planning and Administration MPA – 403 Lecture 15 FACILITATOR Prof. Dr. Mohammad Majid Mahmood Bagram.
 Staffing : Staffing is the process, through which competent employees are selected, properly trained, effectively developed, suitably rewarded and their.
LECTURE 19 LU4 Promoting Learning Opportunities through TQM & Learning Organisation.
Engage 2 Perform Mark Horton MBA How managers should engage with their staff.
Strategic Human Resource Management
Process of Recruitment
KNOWLEDGE MANAGEMENT There is nothing new about knowledge management. Hansen et al (1999: 106) remark that: ‘For hundreds of years, owners of family businesses.
4 Recognizing a Firm’s Intellectual Assets: Moving beyond a Firm’s Tangible Resources McGraw-Hill/Irwin Strategic Management: Text and Cases, 4e Copyright.
Job design & job satisfaction
Human Resource Management
ENGAGEMENT This resource is part of a range offered free to academics and/or students using Armstrong’s Essential Human Resource Management Practice as.
Chapter 16 Implementing HR Strategy: High-Performance Work Systems
Assist. Prof. Magy Mohamed Kandil
Learning and Development Promoting talent and career development
Talent Management and Leadership Development for the Health Workforce
Human Resource Management
STRATEGIC HUMAN RESOURCE MANAGEMENT Prepared by :- Prof. Shalini Swamy
Job design & job satisfaction
Presentation transcript:

Imran Ghaznavi Course Code: MGT557 COMSATS Strategic Human Resource Management

Lecture 29

Lecture outline Overview of 28 th Lecture HR Strategies

Human capital management strategy High-performance strategy Corporate social responsibility strategy Organization development strategy Employee engagement strategy Knowledge management strategy Employee resourcing strategy

HR Strategies Talent management strategy Learning and development strategy Reward strategy Employee relations strategy

Employee engagement strategy

Engaged people at work are positive, interested in and even excited about their jobs and prepared to go the extra mile to get them done to the best of their ability As defined by Towers Perrin (2007), the term employee engagement refers to ‘the extent to which employees put discretionary effort into their work, beyond the minimum to get the job done, in the form of extra time, brainpower or energy

ENGAGEMENT AND ORGANIZATIONAL COMMITMENT Engagement and organizational commitment are two important concepts affecting work performance and the attraction and retention of employees. They are indeed closely linked – high organizational commitment can increase engagement and high engagement can increase commitment. But people can be engaged with their work even when they are not committed to the organization except in so far as it gives them the opportunity to use and develop their skills.

THE SIGNIFICANCE OF ENGAGEMENT The significance of engagement is at the heart of the employment relationship. It is about what people do and how they behave in their roles and what makes them act in ways that further the achievement of the objectives of both the organization and themselves.

WHAT IS AN ENGAGED EMPLOYEE? Bevan, Barber and Robinson (1997), who describe an engaged employee as someone ‘who is aware of business context, and works closely with colleagues to improve performance within the job for the benefit of the organization’.

WHAT ARE THE FACTORS THAT INFLUENCE ENGAGEMENT? Two key elements that have to be present if genuine engagement is to exist The first is the rational aspect, which relates to employees’ understanding of their role, where it fits in the wider organization and how it aligns with business objectives. The second is the emotional aspect, which has to do with how people feel about the organization, whether their work gives them a sense of personal accomplishment and how they relate to their manager.

Factors that influence levels of engagement The work itself The work itself can create job satisfaction leading to intrinsic motivation and increased engagement. The work environment An enabling, supportive and inspirational work environment creates experiences that impact on engagement by influencing how people regard their roles and carry them out. An enabling environment will create the conditions that encourage high-performance and effective discretionary behaviour.

Factors that influence levels of engagement Leadership The degree to which jobs encourage engagement and positive discretionary behaviour very much depends upon the ways in which job holders are led and managed. Opportunities for personal growth The opportunity to grow and develop is a motivating factor that directly impacts on engagement when it is an intrinsic element of the work. Opportunities to contribute Engagement is enhanced if employees have a voice that is listened to. This enables them to feed their ideas and views upwards and feel that they are making a contribution.

HR Strategies

Human capital management strategy High-performance strategy Corporate social responsibility strategy Organization development strategy Employee engagement strategy Knowledge management strategy Employee resourcing strategy

HR Strategies Talent management strategy Learning and development strategy Reward strategy Employee relations strategy

Knowledge management strategy

Knowledge management strategies aim to capture an organization’s collective expertise and distribute it to ‘wherever it can achieve the biggest payoff’ Trussler (1998) comments that ‘the capability to gather, lever, and use knowledge effectively will become a major source of competitive advantage in many businesses over the next few years’.

THE PROCESS OF KNOWLEDGE MANAGEMENT Knowledge management is ‘any process or practice of creating, acquiring, capturing, sharing and using knowledge, wherever it resides, to enhance learning and performance in organizations’ (Scarborough et al 1999). The purpose of knowledge management is to transfer knowledge from those who have it to those who need it in order to improve organizational effectiveness Knowledge management strategies promote the sharing of knowledge by linking people with people and by linking them to information so that they learn from documented experiences.

COMPONENTS OF A KNOWLEDGE MANAGEMENTSTRATEGY A Knowledge management strategy could be concerned with organizational people management processes that help to develop an open culture in which the values and norms emphasize the importance of sharing knowledge and facilitate knowledge sharing through networks.

HR Strategies

Human capital management strategy High-performance strategy Corporate social responsibility strategy Organization development strategy Employee engagement strategy Knowledge management strategy Employee resourcing strategy

HR Strategies Talent management strategy Learning and development strategy Reward strategy Employee relations strategy

Employee resourcing strategy

Employee resourcing strategy is concerned with ensuring that the organization obtains and retains the people it needs and employs them efficiently. It is a key part of the strategic human resource management process, which is fundamentally about matching human resources to the strategic and operational needs of the organization and ensuring the full utilization of those resources It is concerned not only with obtaining and keeping the number and quality of staff required but also with selecting and promoting people who ‘fit’ the culture and the strategic requirements of the organization.

THE OBJECTIVE OF EMPLOYEE RESOURCING STRATEGY The concept that the strategic capability of a firm depends on its resource capability in the shape of people (the resource-based view) provides the rationale for resourcing strategy. The aim of this strategy is therefore to ensure that a firm achieves competitive advantage by employing more capable people than its rivals.

THE COMPONENTS OF EMPLOYEE RESOURCINGSTRATEGY The components of employee resourcing strategy as considered here are: Human resource planning (often referred to, especially in the public sector, as workforce planning) – assessing future business needs and deciding on the numbers and types of people required. Developing the organization’s employee value proposition and its employer brand. Resourcing plans – preparing plans for finding people from within the organization and/or for learning and development programmes to help people learn new skills. If needs cannot be satisfied from within the organization, it involves preparing longer-term plans for ensuring that recruitment and selection processes will satisfy them. Retention strategy – preparing plans for retaining the people the organization needs.

THE COMPONENTS OF EMPLOYEE RESOURCINGSTRATEGY Flexibility strategy – planning for increased flexibility in the use of human resources to enable the organization to make the best use of people and adapt swiftly to changing circumstances. Talent management strategy – ensuring that the organization has the talented people it requires to provide for management succession and meet present and future business needs

Thank you