Exam 2 Material Flashcards
When do HR Strategies qualify as strategic?
- When the strategies has relevance to the organization’s success
- when the strategies enable an organization to achieve it’s goals
What to HR strategies set out?
- What the organization intends to do with it’s Hr policies/practices and how they should be integrated into business strategy
- Aspirations, which have to converted into actions
- Intentions and provide sense of purpose and direction
- Provide a sense of direction and are dynamic
What is the difference between HR strategy and HR policy?
- Policies define “how things are done are here” and focus on the here and now.
- Strategies are formulated when a deliberate decision has been made to change policies to achieve a specific change
When are strategies formulated?
It is when a deliberate decision is made to change policies that a strategy for achieving this change has to be formulated
What are the three types of HR strategy?
- broad statements of intent
- Overall strategy approaches (high commitment, high performance, high involvement)
- Specific HR strategies ( talent management, learning, and development, reward)
Name three concentrations of overall strategy approaches
- high commitment
- high involvement
- high performance
Name the three concentrations of specific stratey
- talent management
- learning and development
- reward
Describe ‘Broad Statements of Intent’
- provides framework for more specific strategic plans in individual HR areas
- ‘umbrella strategy’ = senior mgt sets out broad guidelines, lower mgt determine specifics to get there
- overall objects such as “building performance culture, leadership capabilities, attracting and retaining talen”
What are some characteristics of high performance management?
- aims to make an impact on performance of an organization
- objective is to achieve this by rigorous recruitment/selection, training, incentive pay systems
What are some characteristics of high involvement management?
-teamwork, flexible job descriptions, information sharing,
What are some characteristics of high commitment management?
- employees have broader responsibilities, employees are encouraged to contribute, employees receive aid in helping them achieve job satisfaction,
- behavior is self-regulated
What are some characteristics of specific HR strategies? [12]
- set out what the organization intends to do in regards to:
1. design/development
2. Human capital management
3. knowledge management,
4. corporate social responsibility,
5. diversity
6 engagement
7 performance
8 resources
9 talent management
10 learning/development
11 reward
12 employment relationships
How is HR strategy evaluated? [4]
- compare achievements against goals
- can be evaluated based on extent to which they:
1. satisfy business needs/employees
2. founded on study not wishful thinking
3. can be turned into action
4. are integrated and support each other
How is strategy interactive?
It involves a linkage between business strategy and HR strategy
How is it advisable to treat HR strategy?
As a perspective rather than a rigorous procedure for mapping the future
Strategic management is a learning process
What 3 factors should characterize the choice of HR Strategy?
- organization’s business and production strategies
- support of HR polices
- cooperative labor relations
What are the two approaches to strategic development?
The inside-out approach, and the outside-in apporach
Describe the inside-out approach
Views what is currently being done and then look at plan and try to link what is already being done to the strategic plan, making a few modifications, not the most affective, but not a terrible way to start
Describe the outside-in approach
Starts with issues/vision that business has then HR strategy is developed to help attain the vision
-illustrates how HR can help you get there
What are the steps in formulating HR Strategy? (6)
- Scan internal/external environment, usually already done
- Analyze effectiveness of existing HR strategies
- Look at strategies and see how current environment will affect them
- Look at business strategy and try to link the HR strategy to it (vertical integration)
- look at how HR strategies can be integrated/bundles (horizontal integration)
- There will far too much, so now must prioritize!
What is vertical integration?
Linking the HR strategy to the business strategy, hard to vertically integrate if business strategy is not clearly defined
What is horizontal integration?
Bundling HR approaches in which they are mutually supporting
Why is vertical integration sometimes difficult to achieve?
Because business strategy is not clearly defined
What are the typical areas that should be covered in a written HR strategy? [5]
- environmental and business factors affecting strategy
- How strategy will meet business needs
- content, details of proposed strategy
- implementation of plan (action program, responsibilities, resources)
- Cost/benefit analysis
