1. Strategic Human Resources Management
Kong Haiyan

2. Class Activities Introduction Group discussion (Role play)
Evaluation (Brainstorming)

3. Instructional Objectives
By the end of class today, you will be able to:
Grasp the concepts of strategy, strategic plan
Understand the strategic HR management
Explain the HRM’s strategic roles
Illustrate and explain the basic model of aligning HR strategy with business strategy

4. Introduction Outline Key terms The strategic management
Strategic HR management
HRM’s strategic role
The 10-step HR scorecard process

5. Key Terms Strategic plan strategy Strategic management Vision Mission
SWOT analysis
Strategic control

6. Key Terms Competitive advantage Leveraging
Strategic human resource management
Metrics
Value chain analysis
Value chain
Strategy map

7. 1.Strategic Management Strategic plan:
A company’s plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.

8. 1.Strategic Management Strategy:
A company’s long-term plan for how it will balance its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.

9. 1.Strategic Management Strategic management:
The process of identifying and executing the organization’s mission by matching its capabilities with the demands of its environment.

10. 2.Strategic HR Management
formulating and executing HR systems-HR policies and activities-that produce the employee competencies and behaviors the company needs to achieve its strategic aims.

11. 3.HR Management’s Strategic Roles
The strategy execution role
战略执行角色
The strategy formulation role
战略规划角色

12. 3.HR Management’s Strategic Roles
1)The strategy execution role
Strategy execution is traditionally the heart of the HRM’s strategic job.
Top management formulates the company’s corporate and competitive strategies
Then, the HR manager designs strategies, policies, and practices that make sense in terms of the company’s cooperate and competitive strategies.

13. 3.HR Management’s Strategic Roles
1)The strategy execution role
The essence of Dell’s competitive strategy has always been to be a low-cost leader
HRM use various HR strategies to support the company’s low-cost aims

14. 3.HR Management’s Strategic Roles
1)The strategy execution role
Dell delivers most of its human resources services, not through a conventional HR department, but via the Web.
A Manager Tools section on Dell’s intranet contains about 30 automated Web applications (including executive search report, hiring tools, and automated employee referrals)

15. 3.HR Management’s Strategic Roles
1)The strategy execution role
The intranet also lets Dell employees administer their own 401 plans, check job postings, and monitor their total compensation statements.

16. 3.HR Management’s strategic roles
1)The strategy formulation role
Recently, HRM’s role in executing strategy has expanded to include working with top management to formulate the company’s strategic plan
From execution role– formulation role

17. 3.HR Management’s Strategic Roles
1)The strategy formulation role
Opportunities and threats
The HR manager is in a unique position to supply competitive intelligence that may be useful in the strategic planning process
Details regarding competitor’s incentive plans, survey data from employees that elicit information about customer complaints, etc.

18. 3.HR Management’s Strategic Roles
1)The strategy formulation role
Strengths and weaknesses
HR management also supports strategy formulation by providing internal human strengths and weakness.

19. 3.HR Management’s Strategic Roles
1)The strategy formulation role
Before the new strategic planning, HR should input the data, such as
Are the workforces suitable for the new technology
How many were computer literate
How long it will take to train the employees

20. 3.HR Management’s Strategic Roles
1)The strategy formulation role
Before the new strategic planning, HR should input the data, such as
It should be nice to train the current workers or recruit new staff outside
All this provide necessary data for strategic planning
Some firms, even build new strategies around HR strengths.

21. 4.Creating the Strategic HRM System
It’s useful to focus on 3 main components:
HR professionals
HR policies and practices
Employees behaviors and competencies

22. 4.Creating the Strategic HRM System
HR professionals
The person who hopefully have the strategic and other skills required to build the strategy-oriented HR system

23. 4.Creating the Strategic HRM System
HR policies and practices
How the company recruits, selects, trains and rewards employees

24. 4.Creating the Strategic HRM System
Employees behaviors and competencies
These are required for the company’s strategy requires, and that hopefully emerge from the HR system’s policies and practices

25. 5. The Basic Model of Aligning HR Strategy with Business Strategy
Step 1: Formulate business strategy
Step 2: Identify workforce requirement
Step 3: Formulate HR strategic policies and activities
Step 4: Develop detailed HR scorecard measures

26. Class Work. Developing A HR Strategy for Starbucks
The outline should include 4 basic elements:
1.A basic business/competitive strategy
2. Identifying workforce requirement
3. Specific HR policies and the activities necessary to produce fees workforce requirements
4. Suggestions for metrics they could use to measure the success of the HR strategy

27. Thank You Q & A