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Human REsource As Strategic Partner

The presentation by Ronelie M. Venerayan focuses on Human Resource Management (HRM) and its role in gaining a competitive advantage through strategic practices. It covers the activities performed by HR departments, the skills needed by HR professionals, and the challenges faced in a global context. Additionally, it discusses the strategic management process and the importance of HR in strategy formulation and implementation.

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ronelie mendoza
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52 views25 pages

Human REsource As Strategic Partner

The presentation by Ronelie M. Venerayan focuses on Human Resource Management (HRM) and its role in gaining a competitive advantage through strategic practices. It covers the activities performed by HR departments, the skills needed by HR professionals, and the challenges faced in a global context. Additionally, it discusses the strategic management process and the importance of HR in strategy formulation and implementation.

Uploaded by

ronelie mendoza
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Human

Resource
Management
Training
Presentation by Ronelie M.
Venerayan,Rpm, CHRP, CHRME
Topics
Module 1: Gaining a
Competitive
Advantage

Module 2: Strategic
Human Resource
Management
Gaining a
Competitive
Advantage
I. Introduction-HRM’s Role in
Business Competitiveness

A. Competitiveness
B. What activities do HR departments
perform?
C. What skills do HR professionals need?
A. Competitiveness
- ability to maintain and gain market
share
B. What activities do HR
departments perform?
1.) Responsible for include outplacement, Labor
Law Compliance, recruiting, compensation, and
health & safety
2.) Transition from an administrative function to a
strategic business partner
3.) Self-service
4.) Outsourcing
C. What skills do HR
professionals need?
1.) Developing new HR practices
2.) Change in Management skills
3.) Representing employees concerns to senior management
4.) Increasing employee contributions to the company through
training
5.) Identifying technologies and designing processes to increase
efficiencies & lower costs
II. Competitive Challenges
Influencing Human Resource
Management

A. The Global Challenge


B. The Challenge of Meeting Stakeholders Needs-
Stakeholders
C. The High-Performance Work System Challenge
A. The Global
Challenge
B. The Challenge of Meeting
Stakeholders Needs-
Stakeholders
1.) Balanced scorecard
2.) Total Quality Management
3.) Composition of the Labor Force
4.) The structure of the economy
5.) Skill Deficiencies
B. The Challenge of Meeting
Stakeholders Needs-
Stakeholders
16. Changes in the Employment Contract and Place of Work
7. Employee Values
8. Legislation and Litigation
9. Ethical Considerations
C. The High-Performance Work
System Challenge
III. Meeting the Competitive
Challenges through HRM Practices
(5 Dimensions)
A. Managing the Human Resource Environment
B. Acquiring & Preparing Human Resources
C. Assessment & Development of Human Resources
D. Compensating Human Resources
E. Special Issues
Strategic
Human
Resource
Management
I. Strategic Management

A. Components of the Strategic Management


Process
B. Linkage between HR & the Strategic
Management Process
C. The Role of HR in Strategy Formulation
What is Strategic
Management?
Strategic Management is a process for analyzing a
company’s competitive situation, developing the
company’s strategic goals, & devising a plan of
action and allocation of resources that will increase
the likelihood of achieving those goals.
A. Components of the
Strategic
Management Process
1.) Strategy Formulation
2.) Strategy Implementation
B. Linkage between HR &
the Strategic Management
Process
C. The Role of HR in Strategy
Formulation
1.) Administrative Linkage
2.) One-Way Linkage
3.) Two-Way Linkage
4.) Integrative Linkage
II. Strategy Formulation
(5 Major Components)
A. A mission is a statement
B. Goals
C. External analysis
D. Internal analysis
E. Strategic choice is the organization’s strategy
III. Strategy Implementation

A. HR Practices (6 “menus”)
B. Directional Strategies (5 types)
C. Strategic Human Resource Executives (4 basic
competencies)
A. HR Practices
1.) Job Analysis
2.) Recruitment
3. Providing Skills Development and Training
4.) Performance management
5.) Pay structure
6.) Labor & employee relations
B. Directional Strategies
1.) Concentration strategies
2.) Internal growth strategies
3.) Mergers & Acquisitions
4.) External growth strategies
5.) Downsizing
C. Strategic Human Resource
Executives
1.) Business Competencies
2.) Professional/Technical Knowledge
3.) Change Processes or Organizational
Development Techniques
4.) Integration Competencies
THANK
YOU!

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