Professional Documents
Culture Documents
WHAT IS STRATEGY?
The Meaning of Strategy Plans that involve the top executives and/or board of directors of the firm A general framework that provides a perspective for selecting specific policies and procedures. A factor that contributes to Competitive Advantage in markets Having a long-term focus A critical factor that affects Firm Performance
Human resource strategy involves the planned and effective use of human resources in order to get an edge over the competitors.
1. 2.
An integral approach to the design and implementation of HR systems. Matching HRM policies and activities with the business strategy of the organization.
3.
Rewards
HR strategies HR planning CORPORATE BUSINESS Design of STRATEGY STRATEGY jobs What workers do Internal environment What workers Culture need Structure Policies Past strategy
OUTCOMES
HRIS
Strategic management plays an important role in different aspects of Human Resource management.
1.HR PLANNING 2.STAFFING-RECRUITMENT & SELECTION 3.TRAINING & DEVELOPMENT 4.PERFORMANCE APPRAISAL 5.COMPENSATION & REWARDS
Ensures the organization has the right number of employees with the right skills in the right places and at the right time. Ensures the organization is responsive to changes in its environment. Provides direction and coherence to all HR activities and systems.
Facilitates leadership continuity through succession planning. HR planning follows from the strategic plan, the information collected in the HR planning process contributes to the assessment of internal organizations environment done in strategic planning.
2.STAFFING- The process of recruiting applicants and selecting prospective employees, remains a key strategic area for human resource strategy. An organisations performance is a direct result of the individuals it employs, the specific strategies used and decisions made in the staffing process will directly impact the success of the strategic plan.
i. ii.
Placement
An effective staffing strategy requires in depth planning for the recruiting process to ensure efficiency and generation of a qualified applicant pool. The strategic decisions organizations need to make relative to staffing are summarized below:
There are two key factors to develop successful training programmes in organizations. The first is planning and strategizing the training. This involves four distinct steps:
Needs assessment The establishment of objectives and measures Delivery of the training Evaluation The second key factor is to ensure that desired results are achieved or accomplished. Training needs are to be integrated with performance management systems and compensation.
FOR EX.
INFOSYS WHICH IS A KNOWLEDGE BASED IT BUSINESS ALWAYS REQUIRES ITS HUMAN RESOURCE TO BE
TO BE HIGHLY SKILLED TO BE COMPETENT EASILY ADAPTING TO CAHANGING WORK
INFOSYS HAS GAINED ITS MOTIVE OF SMART WORKFORCE THROUGH ITS WELL ORGANISED TRAINING ACTIVITY. THE MOTTO OF INFOSYS TRAINING PROGRAM IS
LEARN ONCE, USE ANYWHERE OBJECTIVE IS TO NURTURE A LARGE NUMBER OF HIGH QUALITY LEADERS WITH A GLOBAL PERSPECTIVE.
MANAGERIAL SKILLS
SOTWARE SKILLS LEADERSHIP & DOMAIN SPECIFIC TRAINING
TRAINING IS PROVIDED AT THREE LEVELS ENTRY LEVEL LATERAL LEVEL LEADERSHIP TRAINING(Infosys Leadership Institute)
entry level undergoes a 14-week comprehensive training programme covering both technical and managerial aspects.
leadership qualities is the third level programme. Infosys Leadership Institute(ILI) in Mysore trains about 400 infoscions anually.
Language training
Bon Voyage Training given to all its travelers at the time of collecting tickets/passport, covers immigration processes & tips on making ones way in a new country.
PEOPLE WORKING PEOPLE SMARTER WORKINH WITH VISION EDUCATE LINE MANAGERS & OTHER CLIENTS DELEGATE DECISIONS INCREASE FLEXIBILITY DEFINE VISION ATTRACT CREATIVE TALENT REWARD RISK PROVIDE OPPORTUNITIES & TOOLS FOR EXPLORATION
purpose of performance appraisal systems is to facilitate employee development. A second purpose is to determine appropriate rewards and compensation, which must be clearly linked to achievement of strategic goals.
P HIGH O T E N T I A L LOW
HIGH
PERFORMANCE
Conceptual EffectivenessVision Business orientation Sense of Reality Interpersonal EffectivenessNegotiating power Personal influence Verbal Behavior
Operational Effectiveness
Result orientation Individual effectiveness Risk taking control
Achievement MotivationProfessional ambition Innovativeness Stability Philips lays down a fast track, career growth plan for the star performers. Separates the star performers from the employees ranks & exploit their potential fully using rewards & incentive schemes.
External Environment Social: social values, roles, trends, etc. Political: political forces, changes. Ex. Bush presidency and its agenda for Social Security. Legal: laws, court decisions, regulatory rules. Economic: product, labor, capital, factor markets.
Weak vs. Strong culture Type of culture What are a firms distinctive competencies? What is the basis that competitive strategy be sustained? What are a firms strategic objectives? Compare corporate and Business strategies.
4. Organization Strategy