Download Strategic Human Resource Management: A Comprehensive Guide for HRM Professionals and more Summaries English Language in PDF only on Docsity!
HUMAN RESOURCE MANAGEMENT
Lecturer : Tin T. Dang, PhD Email : tin.dang@hcmute.edu.vn HCMC University of Technology & Education Faculty of Foreign Languages
HRM Strategy & Performance
Unit 2
▪ Give examples of each of the seven steps in the strategic management process. ▪ List with examples the main types of strategies ▪ Define strategic human resource management, and give an example of strategic human resource management in practice
Objectives Objectives
▪ Give at least five examples of HR metrics ▪ Give five examples of what employers can do to have high-performance systems ▪ Explain how you would design a program to improve employee engagement.
Outline
1 Strategic management process 2 Types of strategies 3^ Strategic HRM 4 HR metrics, benchmarking & data analytics 5 Employee engagement & performance
Strategic HRM
Definition – Features – Process – Tools
7
3. Strategic HRM
Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims. Definition 8
3. Strategic HRM: Features
HR STRATEGIES dynamic, not static aligned with the company’s needs supportive of the company’s strategic priorities 9
3. Strategic HRM: Process
Company’s Strategic Goals Required Employee Competencies & Behaviors HR Policies & Practices Strategic & Legal Environment Recruitment & Placement Training & Development Compensation Employee Relations 10
3. Strategic HRM: Sustainability
STRATEGIC GOAL SUSTAINABILITY Financial stable cash flows Human recreation corners Environmental (^) arrangementsflexible work Talent incentive systems 11
3. Strategic HRM: Tools
STRATEGIC GOAL
TRANSLATION
TOOLS
strategy map
HR scorecard
digital dashboard
12
3. Strategic HRM: Tools
A strategic planning tool that shows the “big picture” of how each department’s performance contributes to achieving the company’s overall strategic goals. Strategy Map
19
3. Strategic HRM: HR Scorecard Process
- Outline value chain activities
- Define the business strategy
- Outline a strategy map
- Identify strategically required outcomes
- Identify required workforce competencies and behaviors (^) 20
3. Strategic HRM: HR Scorecard Process
- Identify required HR policies and activities
- Create HR Scorecard
- Choose HR Scorecard measures
- Summarize Scorecard measures on digital dashboard 10.Monitor, predict, and evaluate. 21
3. Strategic HRM: HR Scorecard Process
- Monitor, predict, and evaluate
- Summarize Scorecard measures on digital dashboard
- Choose HR Scorecard measures
- Create HR Scorecard
- Identify required HR policies and activities
- Identify required workforce competencies & behaviors
- Identify strategically required outcomes
- Outline a strategy map
- Define the business strategy
- Outline value chain activities 22
3. Strategic HRM: Balanced Scorecard
▪ Job satisfaction ▪ Employee turnover ▪ Specialist knowledge & skills ▪ Training opportunities ▪ Activities per function ▪ Process alignment & automation ▪ Return on investment ▪ Cash flow ▪ Financial results ▪ Customer satisfaction rate ▪ Customer retention ▪ Delivery & quality performance (^) Customer Relationship Financial Training & Growth Internal Processes Vision & Strategy 23 Vision : Transforming society through the provision of ultra-high speed mobile info services
3. Strategic HRM: Balanced Scorecard
Mission : The number one provider of ultra-high speed mobile networks & content to the UK Financial ▪ Net profit ▪ Operating costs ▪ Revenue in target markets 5% per year 3% per year 12% per year Customer ▪ ▪^ % Market share index% Customer satisfaction index^ ^ 3% per year5% next period then stable Internal Processes ▪ New products as % of sales ▪ Brand awareness score ▪ End-user experience score 12% this year 5% per year
90% every reporting period Organizational Capacity ▪ Employee development plans ▪ Technology training index ▪ Info efficiency index 95% in place 90% efficient 95%^24
3. Strategic HRM: Balanced Scorecard
Discussion Look at your strategy map for be again and design a scorecard for it. Justify the balance of your design. OVER5 mins5 mins
25
3. Strategic HRM: Balanced Scorecard
Discussion Use your understanding of Tiki , design a scorecard to evaluate the performance of the employees to reduce operation costs and increase profits. OVER5 mins5 mins 26
3. Strategic HRM: Tools
Presenting the manager with desktop graphs and charts, and shows a computerized picture of where the company stands on all those metrics from the HR scorecard process. Digital Dashboard 27
3. Strategic HRM: Digital Dashboard
Products Sold Revenue Customer Satisfaction Commission Revenue Curve Performance 28
3. Strategic HRM: Digital Dashboard
Expenses Manpower Target 29
3. Strategic HRM: Case Study (p. 78)
PepsiCo wants to achieve financial performance while also achieve human sustainability, environmental sustainability, and talent sustainability. PepsiCo’s HR managers can help the company achieve these goals by instituting flexible work arrangements to reduce commuting or using incentive systems to motivate employees. Design a tool to evaluate the process that these HR managers used to formulate their strategic plan?
Metrics, benchmarking
& data analytics
37
4. Metrics, benchmarking & data analytics
HR audit is an analysis of the completeness, efficiency, and effectiveness of the organization’s HR functions, including its HR policies, practices, processes, and relevant metrics. Audit 38
4. Metrics, benchmarking & data analytics
1.Roles & headcount : Job descriptions, and employees categorized by exempt/nonexempt and full- or part-time) 2.Compliance : With federal, state, and local employment-related legislation 3.Recruitment & selection : Use of selection tools, background checks, and so on) A U D I T 39
4. Metrics, benchmarking & data analytics
4. Compensation: Policies, incentives, survey procedures, and so on 5. Employee relations: Union agreements, performance management, and disciplinary 6. Mandated benefits: Social security, workers’ compensation, unemployment insurance… A U D I T (^40)
4. Metrics, benchmarking & data analytics
7. Group benefits : Insurance, time off, flexible benefits, and so on 8. Payroll : Such as legal compliance 9. Documentation & record keeping : Storage of CVs, applications, offer letters, job descriptions, performance evaluations, payroll change notices, and employee handbook A U D I T 41
4. Metrics, benchmarking & data analytics
10. Training and development: New employee orientation, development, technical and safety, career planning, and so on 11. Employee communications: Employee handbook, newsletter, recognition programs 12. Termination & transition policies and practices. A U D I T (^42)
4. Metrics, benchmarking & data analytics
Using statistical & mathematical analysis to find relationships and make predictions. For example, Shopee uses algorithms to predict which items you’re most likely to buy based on things like the items that you’ve already bought and similarities between you and other groups. Data analytics
43
4. Metrics, benchmarking & data analytics
Sifting through huge amounts of employee data to identify correlations and use them to improve the employee-selection and other practices. Working with data to identify new, hidden, or unexpected patterns in data. Data mining 44
4. Metrics, benchmarking & data analytics
Analyzing greater volume and variety of data Processing data right after the data is generated, even in real-time Capitalizing on the huge variety of data available. Big data 45
4. Metrics, benchmarking & data analytics
Discussion You work for a foreign language center and would like to predict the types of customers who would continue to study at your center after the first course. What information that you would like to collect? Construct your estimated model and explain it. OVER5 mins5 mins 46
4. Metrics, benchmarking & data analytics
Discussion You work for a e-commerce company and would like to offer the free delivery service to your customers if their order can cost a minimum amount of money. What data do you need to collect to decide this minimum amount? Explain your model. OVER5 mins5 mins 47
4. Metrics, benchmarking & data analytics
Discussion An online movie platform would like to decide what advertisements to show to the viewers during a movie to ensure that the viewers can stay with the ads. What information should this company collect? Explain your model. OVER5 mins5 mins
Employee engagement
& performance
Definition – Problem – Measurement
55
5. Employee engagement & performance
Say Stay Strive how positively the employee speaks about the company and recommends it to others who stays with the company and why who takes an active role in the overall success of the org. by moving beyond just doing tasks 56
5. Employee engagement & performance
Discussion As the leader of a sales team, you are assigned to supervise a new employee. He is not collaborative with you very much and does not seem to like the company either. Regardless of his negative attitude, you still offer a lot of supportive supervision. However, his job commitment is very low and this reduces the revenue of the team. What should you do? OVER5 mins5 mins HRM More discussions are on the LMS! Tin T. Dang, PhD
