1. Human Resource Management
By Laura Portolese Dias

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3. Developing and Implementing Strategic HRM Plans
Chapter 2
Developing and Implementing Strategic HRM Plans

4. Learning Objectives
Explain the differences between HRM and Personnel Management.
Define the steps in HRM strategic planning.

5. HRM vs. Personnel Management
Beginnings in early 1900s after strikes
HR department was created to improve workers relations
Other organizations realized that HR was necessary to create employee satisfaction
The role of HRM has evolved from personnel management and requires Human Resource Strategy
The evolution occurred as HR needed to be more strategically aligned with the company goals.

6. HRM vs. Personnel Management
Key differences between HRM and personnel management.

7. HRM vs. Personnel Management
Strategic Planning
An elaborate and systematic plan of action
HR plan
Addresses specifics in the HR department
Shorter term goals, tied to HRM strategic plan
Strategic HRM plan
Tied to the companies overall objectives
Longer term goals
The HR plan is based on the overall larger goals of the strategic HRM plan.

8. HRM vs. Personnel Management
Ulrich Model for HRM Strategic Planning consists of:
Being a Strategic Partner
Being a Change Agent
Being an Administrative Expert and Functional Expert
Being a Human Capital Developer
Being an Employee Advocate
1. Strategic partner. Partnership with the entire organization to ensure alignment of the HR function with the needs of the organization.
2. Change agent. The skill to anticipate and respond to change within the HR function, but as a company as a whole.
3. Administrative expert and functional expert. The ability to understand and implement policies, procedures, and processes that relate to the HR strategic plan.
4. Human capital developer. Means to develop talent that is projected to be needed in the future.
5. Employee advocate. Works for employees currently within the organization.

9. HRM vs. Personnel Management
Components of a good HRM strategic plan
Make it applicable
Be a strategic partner with the organization
Involve people
Understand how technology can be used
Must be tied to company goals and at every opportunity, show how HR is tied to the goals of the organization.

10. HRM vs. Personnel Management
The steps to strategic plan creation
Conduct a strategic analysis
Understand the company mission and values
Understand the HR department’s mission and values
Understand the challenges facing the department
Prioritize issues and actions
Can do this using a SWOT Analysis
Understand the organizational lifecycle
Draw up the HRM plan
Creating a plan means to understand the direction the company is going, then align HRM with those goals. If the company expects growth, for example, then bringing new talent on board will be a large part of the HR plan.
The next slide shows an example of using a SWOT analysis and understanding organizational lifecycles.

11. HRM vs. Personnel Management
Examples of possible strategies in each lifecycle stage.

12. HRM vs. Personnel Management
An example SWOT Analysis, a tool in strategic planning. Consider having students perform their own SWOT analysis on the company of their choice.

13. Learning Objective
Describe the steps in the development of an HRM plan.

14. Writing the HRM Plan
Knowing the company strategic plan, then writing the HRM strategic plan based on this is the first step. Then, you can write the specific HR plan based on these two areas.

15. Writing the HRM Plan Six parts of the HRM plan
Determine Human Resource Needs
Select Employees
Develop Training
Determine Compensation
Appraising Performance
These parts will be discussed in more detail in each of the chapters where the information resides. Each of these should be based on company goals, then based on the strategic HRM Plan.

16. Writing the HRM Plan
HRM Plans should always be written in tandem with company strategic plans.

17. Learning Objective
Explain the aspects needed to create a usable and successful HRM plan.

18. Tips in HRM Planning Link HRM Strategic Plan to Company Plan
Monitor the Plan Constantly
Measure it
Make Changes
Be Aware of Legislative Changes
Plans get stale if we don’t constantly change them. They should be reviewed and updated constantly, as the external environment and internal environment changes.