Chapter 1
Meeting Present
and Emerging
Strategic Human
Resource
Challenges
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Chapter Overview
Challenges Facing HR Management
Planning and Implementing Strategic
HR Policies
Selecting HR Strategies to Increase
Firm Performance
HR Department and Managers: An
Important Partnership
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Types of Employees
Manager
Line Employee
Staff Employee
Senior Employee
Junior Employee
Exempt Employees
Nonexempt Employees
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Key HR Challenges for Managers
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Key HR Challenges: Environmental
Rapid Change
The Internet Revolution
Workforce Diversity
Globalization
Legislation
Evolving Work and Family Roles
Skill Shortages
Rise of the Service Sector
Natural Disasters
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Key HR Challenges: Organizational
Competitive Position
Decentralization
Downsizing
Organizational Restructuring
Self-Managed Work Teams
The Growth of Small Businesses
Organizational Culture
Technology
Internal and Data Security
Outsourcing
Product Integrity
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Key HR Challenges: Individual
Matching People and
Organizations
Ethics and Social
Responsibility
Productivity
Empowerment
Brain Drain
Job Insecurity
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Strategic HR Policies: Benefits
Encouraging Proactive Behavior
Communicating Company Goals
Stimulating Critical Thinking and
Ongoing Examination of Assumptions
Identifying Gaps Between Current
Situation and Future Vision
Encouraging Line Managers’ Participation
Identifying HR Constraints and
Opportunities
Creating Common Bonds
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Strategic HR Policies: Challenges
Maintaining a Competitive Advantage
Reinforcing Overall Business Strategy
Avoiding Excessive Concentration on
Day-to-Day Problems
Develop HR Strategies Suited to Unique
Organizational Features
Coping with the Environment
Securing Management Commitment
Translating the Strategic Plan into Action
Combining Intended and Emergent
Strategies
Accommodating Change
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Strategic HR: Choices
Work Flows
Staffing
Employee Separations
Performance Appraisal
Training and Career Development
Compensation
Employee Rights
Employee and Labor Relations
International Management
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Selecting HR Strategies
To increase firm performance
HR strategies should fit with other
aspects of the organization
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HR Strategies: Fit with Organizational
Strategies
Corporate Strategies
Evolutionary
Steady State
Porter’s Business Unit Strategies
Cost leadership
Differentiation
Focus
Miles and Snow’s Business Strategies
Defender
Prospector
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HR Strategies: Fit with Environment
Degree of Uncertainty
Magnitude of Change
Complexity
Volatility
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HR Strategies: Fit with Organizational
Characteristics
Production Process
Firm’s Market Posture
Firm’s Overall Managerial Philosophy
Firm’s Organizational Structure
Firm’s Organizational Culture
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HR Strategies: Fit with Org. Capabilities
Distinctive Competencies
Give firm competitive edge
HR Strategies should
Help firm exploit its competencies
Assist the firm to help use its HR skills
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HR and Managers: A Partnership
Role of HR Dept:
To support manager’s HR responsibilities
HR Audit:
Conduct Periodically
Evaluates how effective firm is at
using human resources
Often evaluates HR too
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Education, Inc. publishing
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Summary and Conclusions
Are many challenges in HRM
Plan and Implement HR Strategic
Policies and procedures should be congruent
Select strategies that increase
performance
HR department and management are an
important partnership
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Education, Inc. publishing
as Prentice Hall 1-17