Strategic human resource management

STRATEGIC HUMANRESOURCE

MANAGEMENTBy:

Ayop, JessaErigan, Beverly

Manubag, Jamaimah ChristinePunay Jessa Mae

VISION

MISSION

Strategies(Internal Growth)

Human Resource Output

Human Resource Practices

AnalysisHuman

Resource

ANALYSISDetermines stockholder’s interestCompany’s strengths, weaknesses,

opportunities & competitor’s stake in the industry

HUMAN RESOURCES

NeedsBehaviorCulture

HR PRACTICESWork design & people management Pay structure & benefits Employee relationships & negotiations

Human Resource Output Improved productivity High performing employees Cost Effectiveness

VISION

MISSION

Strategies(Internal Growth)

Human Resource Output

Human Resource Practices

AnalysisHuman

Resource

WORK DESIGN Designing jobs on the basis of strategy

formulation and implementation.

Physical Inputs

Human Inputs

Tasks/Functions

Production of Output

Measurement

•Materials•Information•Equipment•Machines/•Facilities

•Knowledge•Skills•Abilities

Performance Monitoring of Output Produced

JOB ANALYSIS Refers to the process of obtaining

information about jobs.

Selection

Performance Appraisal

Training and Development

Job Evaluation

Career Planning

Work Redesign

Human Resource Planning

ELEMENTS OF RECRUITING The first question is: What are the objectives for

recruiting and hiring?1. Replacements for high turnover2. Additional manpower for future expansion3. Upgrading the caliber of people because positions have

become more complex and complicated.4. Hiring to hurt the competitor’s ability to hire top caliber

talents5. Increase of capability of the firm through people with

new sets of skills.

The second question is:• How can the company prioritize jobs to fill up?

The third question is:What kind of candidates does the company look

for?

Two classification of the applicants:

• Active candidates – those who are currently unemployed or those who are thinking of transferring or changing jobs because of some issues from their present posts

• Inactive candidates – those who do not seek employment at the moment and happy with their present jobs

The fourth question is: When will recruitment start?Followed by this questions:• Where will applicants be coming from? • Is it internal or external hiring?• Who will do the recruiting?• What are the recruitment tools to be used?• What are the priority skills needed for the position?• How should actual recruitment be done or how will

candidates be assessed?

Ways on how to assess candidates:Psychological tests • Mental ability tests – measure the general

intelligence of a person.• Aptitude tests – measure the inclination of a

person towards a certain field.• Personality tests – provide some of the traits

or values of a person.

Interviews – it can be done through one-on-one basis or a panel interview.

Skills tests – it provide the company a rundown of the skills of the candidate, to assess whether these skills can be used by company now or in the future.

Background check references – it provide the company with a brief background of the candidates in terms of his previous work experience, personal background.

Transcript of records – it identifies the academic background of the candidate, how he faired in school, in terms of performance and achievements.

Last question is: What is the primary attraction of the company in order to draw applicants?

• Competitive compensation and benefits package

• Career opportunities• Excellent culture• Highly reputable image

JOB DESCRIPTIONS

statement of the duties responsibilities reporting relationships minimum qualifications of a job

STRATEGIC INSIGHTS

Innovation is a primary element of entrepreneurship.

Opportunities for innovation are not always

envisioned.

For listening….