HR Strategy Can Involve Approaches Such As Flashcards
HR strategy can involve approaches such as:
Developing and enforcing internal policies
Enforcing state and federal legislation, such as that relating to work health and safety.
Integrating global HR requirements
What is ‘Organisational Development’ ?
Processes and activities that make improvements at the organisational level.
Examples can be implementing learning and development, reward programs etc.
What is workforce planning?
Forecasting demand and supply of labour.
Understanding what people and talent an organisation has now and what it might need in the future.
What does ‘Job analysis and design’ mean?
Developing robust and lawful position descriptions, terms and conditions of employment, pay and benefits.
What is ‘recruitment, selection and retention’ referring to?
Attracting candidates
Hiring the selected candidate
Retaining employees
What is ‘Learning and development’ ?
Developing workforce skills and capabilities.
&
Knowledge management
Performance development is…
Recognising,
rewarding and
engaging employees
What does ‘workforce relations’ involve?
Managing consultation,
Communication and relationships between employers, employees, and industrial associations within frameworks.
It includes discipline and grievance processes.
What does ‘separation and termination’ include?
Advising and implementing end of employment processes.
Change management includes
Facilitating change initiatives within the organisation.
What is ‘coaching and feedback’ about?
Providing practical advice and performance support to managers and others faced with difficult situations.
What is ‘strategic HR’ ?
Overall purpose and scope of the organisation in a competitive environment and how value will be added to different business areas.
What does ‘Operational HR’ include?
Action plans for the current year.
What does ‘Functional HR’ include?
Day-to-day activities.
What is an example of ‘strategic HR’ responsibilities?
At a strategic level, the responsibilities of HR practitioners include:
• Contributing to developing and monitoring the corporate mission and organisational strategies.
• Contributing to the formulation of new strategies designed to position the organisation to take advantage of current and emerging opportunities.
• Contributing to the design of effective organisational change programs to manage organisational transitions.
• Developing strategies to support the process of organisational change, cultural renewal, and revitalisation.
• Contributing to the design of organisational culture which supports and consolidates strategies by building workforce
commitment to the changed strategic direction.
• Planning the development of succession plans and appropriate incentive schemes to ensure retention of key talent.
What is an example of ‘operational HR’ responsibilities?
At an operational level, the responsibilities of HR practitioners include:
• Ensuring that line managers at all levels are increasingly responsible for and equipped to carry out HRM responsibilities appropriate to their level.
• Providing a variety of expert, professional services to line managers on a consultative basis.
• Building a consistent, workable performance management system within divisions and/or business units.
What is ‘HR Internal context’ ?
The internal environmental factors include:
• Organisational ownership - individual, group, private, public, government, not for profit.
Organisational size - small, medium, large.
Organisational strategy - the course(s) of action adopted by an organisation to meet long-term goals and objectives.
Organisational structure - roles, responsibilities, and formal reporting relationships; the arrangement of individuals into work
groups; the mechanisms used to communicate, coordinate, and integrate; flexible structures and processes
Organisational culture - shared perspectives and beliefs; performance-based culture
Organisational history - the ways in which the organisation has operated in the past, including in relation to workforce
relations and employment conditions
• Organisational resources - financial, human, raw materials, skills, knowledge, and social capital.
Organisational work - automation of job activities; workforce flexibility
What is ‘HR External Context’?
Physical = geographical, geological.
Technological = level of infrastructure and automation available.
Economic = current state of the economy, national and regional economic indicators.
Labour Market = availability of qualified personnel
Industrial Relations = requirements around negotiation of workplace conditions and contracts.
Political and legal = laws and regulations governing operations.
Social = society and community attitudes
Demographic = Diversity of characteristics and values of stakeholders.
Industry = developments within the industry that represent opportunities/threats.
Cultural = behaviours/customers particular to the organisations location
International = characteristics of cross boarded operating environments.
Why is the external context important to HR?
Organisations are required to adapt internal structures and behaviours to deal with external factors.
E.g the economy and labour market.
