Human Resource Management Strategy
Human Resource Management Strategy
Human Resource Management Strategy
HR is multidisciplinary: It applies the disciplines of Economics (wages, markets, resources), Psychology (motivation, satisfaction), Sociology (organization structure, culture) and Law (min. wage, labor contracts, EEOC) HR is embedded within the work of all managers, and most individual contributors due to the need of managing people (subordinates, peers and superiors) as well as teams to get things done.
MBAO 6030 Human Resource Strategy
Rewards
External Environment Social: social values, roles, trends, etc. Political: political forces, changes. Ex. Bush presidency and its agenda for Social Security. Legal: laws, court decisions, regulatory rules. Economic: product, labor, capital, factor markets.
Demographics
What are a firms distinctive competencies? What is the basis that competitive strategy be sustained? What are a firms strategic objectives? Compare corporate and Business strategies.
Physical layout/employee proximity Required employee skills Ease of monitoring employees input
HR Strategy: Consistency
Consistency is an important quality related to the implementation of HR policies. Employees should receive a clear, undiluted message of what behaviors are important and desirable. When there is a fit between HR systems, employees are likely to receive consistent feedback. The 3 types of consistency are 1. Single-employee consistency 2. Among-employee consistency 3. Temporal consistency
MBAO 6030 Human Resource Strategy
HR Strategy: Consistency
Critical Thinking Questions 1. Are there circumstances when it is effective to have inconsistent HR policies? Give an example. 2. Does an emphasis on temporal consistency create a barrier for change when change is necessary? 3. What impact (if any) would consistency have on the organization culture?
MBAO 6030 Human Resource Strategy