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MODULE III

STR TEGIC HUM N RESOURCE M N GEMENT

Organizational HR Strategies

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Strategy defined

the direction and scope of an

organisation over the longer term

ideally , which matches its

resources to its changing

environment, and in particular,

to its markets, customers and

clients to meet stakeholderexpectations

-(Johnson and Scholes)

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ORGANIZATIONAL HR STRATEGIES

Strategic HRM addresses organisation wide

process issues, including organizationaldevelopment, culture management, knowledge

management, and developing a climate of high

commitment and trust.

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ORG NIZ TION L DEVELOPMENT

These are concerned with the planning andimplementation of programmes designed to

enhance the effectiveness with which an

organization functions.

They may involve strategies for developingorganizational structures, for improving

organizational processes or for organizational

transformation

Organizational development strategies are

concerned with process as well as structure or

systems.

They address howthings are done as well as

whatis done.

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Strategies for Organizational

transformation A change in what drives the

organization

A fundamental change in the

relationship between or amongorganizational parts

A major change in the ways of doing

work

A basic, cultural change in norms,

values or research systems

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STR TEGIES FOR CULTURE CH NGE Organizational culture is defined as

The commonly held beliefs, attitudes and values

that exist in an organization

Strategies for managing the culture change centre on:

1. Changing the culture in specified ways- moving

from a present state to a future desired state inorder to improve organizational effectiveness.

2. Preserving or reinforcing the existing culture

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Steps1. Analysis of existing culture

Questionnaire, surveys,

discussions

2. Cultural change programmes

- Performance, commitment, quality,

team work

3. Culture support and reinforcement- Reactions to critical incidents, role

modeling, rewards, recruitment,

promotion

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Aim to capture an organizations

collective expertise and distribute it towherever it can achieve the biggest

payoff

This is in accordance with the resource

based view of the firm which suggests

that the source of competitive

advantage lies within the firm, not in

how it positions itself in the market.

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The components of knowledge

management strategy

It refers to methods of motivating people to share knowledge,

and rewarding those who do so.

It concerned with organizational people management processwhich help to develop an open culture in which the values and

norms emphasize the importance of sharing knowledge and

facilitate it through networks.

The development of processes of organizational and individual

learning- including the use of seminars and symposia to

generate and assist in disseminating knowledgecould also be

part of the strategy.

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ORGANISATIONAL HR STRATEGIES

IN ACTION

Leadership

Culture management

Reward

Developing a performance culture

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Leadership

Apart from structured training for managers

we are developing policies, procedures andprocesses in order to ensure that they recruit

properly, can manage diversity and equality

and take active steps to eliminate harassmentof people.

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Culture management

The management of culture was clearly important in

installing the centrality of service quality within minds of

both management and staff.

Removal of blame culture has been essential in

encouraging employees to apply their creativity in problemsolving, together with development of a coaching rather

than controlling role on part of managers

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Reward

Developments to the reward system were oftenperceived as having the capacity to make a

rapid and significant impact.

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Developing a performance culture

Learning Environment

Pay Benefits

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THE OVERALL CONTENT OF HR

STRATEGY

It was evident from our research that

there was no standard model of

framework for HR strategies .

Each organization tackled strategic

HRM in its own way, although while

the detail may vary, certain themes

stand out, particularly those associated

with culture change.