Human Resource Management
By Laura Portolese Dias
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-1
This work is licensed under the Creative Commons Attribution-Noncommercial-Share
Alike 3.0 Unported License.
To view a copy of this license, visit http://creativecommons.org/licenses/by-ncsa/3.0/or send a letter to Creative Commons, 171 Second Street, Suite 300, San
Francisco, California, 94105, USA
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-2
Chapter 2
Developing and Implementing
Strategic HRM Plans
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-3
Learning Objectives
1. Explain the differences between HRM
and Personnel Management.
2. Define the steps in HRM strategic
planning.
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-4
HRM vs. Personnel Management
• 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
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-5
HRM vs. Personnel Management
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-6
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
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-7
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
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-8
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
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-9
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
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-10
HRM vs. Personnel Management
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-11
HRM vs. Personnel Management
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-12
Learning Objective
1. Describe the steps in the development
of an HRM plan.
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-13
Writing the HRM Plan
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-14
Writing the HRM Plan
• Six parts of the HRM plan
– Determine Human Resource Needs
– Select Employees
– Develop Training
– Determine Compensation
– Appraising Performance
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-15
Writing the HRM Plan
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-16
Learning Objective
1. Explain the aspects needed to create a
usable and successful HRM plan.
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-17
Tips in HRM Planning
•
•
•
•
•
Link HRM Strategic Plan to Company Plan
Monitor the Plan Constantly
Measure it
Make Changes
Be Aware of Legislative Changes
© Laura Portolese Dias 2011, published by Flat World Knowledge
2-18