人力资源管理版英文版教学课件第2章.ppt

Chapter 2 Strategic Human Resource Management,人力资源管理最新版英文版教学课件第2章,Learning Objectives,Describe differences between strategy formulation and strategy implementation.List strategic management process components.Discuss HRM functions role in strategy formulation.Describe linkages between HRM and strategy formulation.Discuss typologies of strategies and associated HRM practices.Describe HR issues and practices associated with directional strategies.,Learning ObjectivesDescribe di,Introduction,Goal of strategic management is to deploy and allocate resources in a way that gives an organization competitive advantage.HRM function must be integrally involved in the companys strategic management process.A business model is how the firm will create value for customers profitably.fixed and variable costscontributing and gross margins,2-*,IntroductionGoal of strategic,Business Model Accounting Concepts,Business Model Accounting Conc,What is Strategic Management?,2-*,What is Strategic Management?,2 PhasesStrategyStrategy,Strategic Management Process Model,Strategy Formulation,Strategy Implementation,HR PracticesRecruitingTrainingPerformance management Labor relations Employee relationsJob analysisJob design SelectionDevelopment Pay structureIncentivesBenefits,FirmPerformanceProductivityQualityProfitability,HR ActionsBehaviorsResults,HR CapabilitySkills,AbilitiesKnowledge,HR NeedsSkillsBehaviorCulture,StrategicChoice,Goals,Mission,External AnalysisOpportunitiesThreats,InternalAnalysisStrengthsWeaknesses,Strategic Management Process M,Strategy - Decisions about Competition,Strategy - Decisions about Com,Strategic Planning and HRM Linkages,Strategic Planning and HRM Lin,Strategy Formulation,ExternalAnalysisOpportunitiesThreats,StrategicChoice,Goals,InternalAnalysisStrengthsWeaknesses,Mission,Strategy FormulationExternalS,SHRM-Strategy Formulation,Mission,Goals,External Analysis,Strategic Choice,Internal Analysis,SHRM-Strategy FormulationMissi,Strategy Implementation Variables,ProductMarketStrategy,Performance,Types ofInformation,OrganizationalStructure,TaskDesign,SelectTrain DevelopPeople,RewardSystems,Strategy Implementation Variab,HRMs 3 Implementation Variables:,HRMs 3 Implementation Variab,Strategic Implementation,HR PracticesRecruitingTrainingPerformance management Labor relations Employee relationsJob analysisJob design SelectionDevelopment Pay structureIncentivesBenefits,FirmPerformanceProductivityQualityProfitability,HumanResourceActionsBehaviorsResults -productivity -absenteeism -turnover,HumanResourceCapabilitySkills,AbilitiesKnowledge,HumanResourceNeedsSkillsBehaviorCulture,StrategicChoice,2-*,Strategic Implement,HRM Practices,HRM PracticesJob Analysis/Desi,Porters Strategies,Porters StrategiesCostDiffere,5 Categories of Directional Strategies,Concentration,Internal Growth,External Growth,Downsizings,Mergers & Acquisitions,5 Categories of Directional St,HRs Role - Strategic Competitive Advantage,HRs Role - Strategic Competit,Summary,HR are most important asset and single largest most controllable cost within the business model.HR professionals must develop business, professional-technical, change management and integration competencies.HRM has a profound impact on the strategic plan implementation by developing and aligning HRM practices that ensure the company has motivated employees with necessary skills.,2-*,SummaryHR are most important a,