Human Resource

Management

Overview of HR Function and

Strategic Human Resource
Management
http://edition.cnn.com/2009/WORLD/asiapcf/09/23/india.vp.beaten/index.html

NEW DELHI, India (CNN) -- Angry workers beat to

death a human resources vice president after he laid
off 42 employees at an auto-parts manufacturing
company in southern India, police said Wednesday.

Roy George was vice-president for human

resources at Pricol, the auto-parts company.

Some four to five workers, belonging to a union not

recognized by the company, barged into his office
and beat him up with iron rods, said N. Kannan, a
police superintendent of Coimbatore in Tamil Nadu
state.
 India: HR manager killed
by workers
http://www.workplacebullying.org/2010/11/14/hr-exec-killed/

GHAZIABAD: A 45-year-old human resources

manager, who was employed with Allied Nippon,
succumbed to his injuries on Sunday. Joginder
Singh, who passed away around 12.15am, had
suffered multiple head and chest injuries when
workers of the factory clashed with the
management on Saturday.
9 prisoners in Jabalpur enrol for
MBA (HR)

BHOPAL: Nine inmates in the Jabalpur

central jail have enrolled themselves for
Master of Business Administration (MBA)
course.
The interesting part is their choice for area of
specialisation. All of them have opted for the
master's in Human Resources (HR).
Eight out of the nine have been convicted for
murder, one on charges of theft.
 HRM Crucial to the
Success of Organization
I believe the only game in town is the personnel
game ... My theory is if you have the right person in
the right place, you don't have to do anything else.
If you have the wrong person in the job, there's no
management system known to man that can save
you.

Walter Wriston
Former Chairman and Managing Director
Citicorp
 Human Resource
Management
Conducting job analysis
Planning labor needs and recruiting job candidates
Selecting job candidates
Orienting and training new employees
Compensating employees
Providing incentives and benefits
Appraising performance
Communicating (interviewing, counseling, disciplining)
Training and developing managers
Building employee commitment
 HRM Practices
HRM practices should

Increase employees knowledge, skills and

abilities (KSA).

Motivate employees to leverage their KSAs for

the firms benefit

Empower employees to do so.

 Increase employees
KSA
Training

Selection

Compensation Level
 Motivation Enhancing
Practices
Internal Promotion

Incentive System
 Empowerment
Enhancing Practices
Grievance Procedure

Flex Time

Employment Security

Participation Programme
 Strategic Human
Resource Management
Strategic Human Resource Management

The linking of HRM with strategic goals and

objectives in order to improve business
performance and develop organizational cultures
that foster innovation and flexibility.

Formulating and executing HR systemsHR

policies and activitiesthat produce the
employee competencies and behaviors the
company needs to achieve its strategic aims.
Linking Corporate and HR
Strategies
 Effective HR Strategy
Formulation and
Implementation

Organizational
Organizational Consistency Environment
Environment
Strategies
Strategies
Fit Fit

Consistency
Consistency

Improved
Improved
HR Strategies Firm
Firm
Performance
Performance
Fit Fit
Organizational
Organizational Organizational
Organizational
Characteristics
Characteristics Consistency Capabilities
Capabilities
 Selected HR Strategies That Fit
Porters Three Major Types of
Business Strategies
Business Common Organizational
Strategy Characteristics HR Strategies
Overall Sustained capital Efficient production
cost investment and access Explicit job descriptions
leadership to capital Detailed work planning
Intense supervision of Emphasis on technical
labor qualifications and skills
Tight cost control Emphasis on job-specific
requiring frequent, training
detailed control reports Emphasis on job-based
Low-cost distribution pay
system Use of performance
Structured organization appraisal as a control
and responsibilities device
Products designed for
ease in manufacture
Selected HR Strategies That Fit
Porters Three Major Types of
Business Strategies
Business Common Organizational
Strategy Characteristics HR Strategies
Differ- Strong marketing Emphasis on innovation
entiation abilities and flexibility
Product engineering Broad job classes
Strong capability in Loose work planning
basic research External recruitment
Corporate reputation for Team-based training
quality or technological Emphasis on individual-
leadership based pay
Amenities to attract Use of performance
highly skilled labor, appraisal as
scientists, or creative development tool
people.
Selected HR Strategies That Fit
Porters Three Major Types of
Business Strategies
Business Common Organizational
Strategy Characteristics HR Strategies

Focus Combination of cost- Combination of HR

leadership and strategies above.
differentiation strategy
directed at a particular
strategic target.
Selected HR Strategies That Fit Miles
and Snows Two Major Types of
Business Strategies
Strategic
HR Area Defender Strategy Prospector Strategy

Work flows Efficient production Innovation

Control emphasis Flexibility
Explicit job descriptions Broad job classes
Detailed work planning Loose work planning

Staffing Internal recruitment External recruitment

HR department makes Supervisor makes
selection decision selection decision
Emphasis on technical Emphasis on fit of
qualifications and skills applicant with culture
Formal hiring and Informal hiring and
socialization process socialization process of
new employees
Selected HR Strategies That Fit Miles
and Snows Two Major Types of
Business Strategies
Strategic
HR Area Defender Strategy Prospector Strategy
Employee Voluntary inducements Layoffs
separations to leave Recruit as needed
Hiring freeze Individual on his/her own
Continuing concern for No preferential treatment
terminated employee for laid-off workers
Preferential rehiring
policy

Performance Uniform appraisal Customized appraisals

appraisal procedures Used as developmental
Used as control device tool
Narrow focus Multipurpose appraisals
High dependence on Multiple inputs for
superior appraisals
Selected HR Strategies That Fit Miles
and Snows Two Major Types of
Business Strategies
Strategic
HR Area Defender Strategy
Training Individual training
On-the-job training
Job-specific training
Make skills
Prospector Strategy
Team-based or cross-
functional training
External training
Generic Training
emphasizing flexibility
Buy skills

Compensation Fixed pay Variable pay

Job-based pay Individual-based pay
Seniority-based pay Performance-based pay
Centralized pay Decentralized pay
decisions decisions
Selected HR Strategies For Firms Low
and High on Different Environmental
Characteristics
Environmental
Dimension Low High
Degree of Detailed work planning Loose work planning
Uncertainty Job-specific training Generic training
Fixed pay Variable pay
High dependence on Multiple inputs for
superior appraisals

Volatility Control emphasis Flexibility

Efficient production Innovation
Job-specific training Generic training
Fixed pay Variable pay
Selected HR Strategies For Firms
Low and
High on Different Environmental
Environmental
Dimension
Characteristics
Low High
Magnitude Explicit job descriptions Broad job classes
of Change Formal hiring and Informal hiring and
socialization of new socialization of new
employees employees
make skills buy skills
Uniform appraisal Customized appraisals
procedures
Complexity Control emphasis Flexibility
Internal recruitment External recruitment
Centralized pay Decentralized pay
decisions decisions
High dependence on Multiple inputs for
superior appraisals