Types Of Hr Strategies - Strategic Human Resource Management

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Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are: Overarching strategies; and Specific strategies relating to the different aspects of human resource management. Read less

Read more1 of 13Download nowTypes of HR strategies Strategic Human Resource Management Prepared By Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations. Manu Melwin Joy Assistant Professor Ilahia School of Management Studies Kerala, India. Phone – 9744551114 Mail – manu_melwinjoy@yahoo.com Types of HR strategies • Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are: – Overarching strategies; and – Specific strategies relating to the different aspects of human resource management. Overarching HR strategies • Overarching strategies describe the general intentions of the organization about how people should be managed and developed and what steps should be taken to ensure that the organization can attract and retain the people it needs and ensure so far as possible that employees are committed, motivated and engaged. Overarching HR strategies • They are likely to be expressed as broad-brush statements of aims and purpose, which set the scene for more specific strategies. They are concerned with overall organizational effectiveness – achieving human resource advantage by, as Boxall and Purcell (2003) point out, employing ‘better people in organizations with better process’, developing high- performance work processes and generally creating ‘a great place to work’. Overarching HR strategies Examples • AEGON: – The Human Resources Integrated Approach aims to ensure that from whatever angle staff now look at the elements of pay management, performance, career development and reward, they are consistent and linked. Overarching HR strategies Examples • B&Q: – Enhance employee commitment and minimize the loss of B&Q’s best people. – Position B&Q as one of the best employers in the UK. Overarching HR strategies Examples • Egg: – The major factor influencing HR strategy was the need to attract, maintain and retain the right people to deliver it. The aim was to introduce a system that complemented the business, that reflected the way we wanted to treat our customers – treating our people the same. What we would do for our customers we would also do for our people. We wanted to make an impact on the culture – the way people do business. Overarching HR strategies Examples • GlaxoSmithKline: –We want GSK to be a place where the best people do their best work. Specific HR strategies • Specific HR strategies set out what the organization intends to do in areas such as: – Talent management – how the organization intends to ‘win the war for talent’; – Continuous improvement – providing for focused and continuous incremental innovation sustained over a period of time; Specific HR strategies • Specific HR strategies set out what the organization intends to do in areas such as: – knowledge management – creating, acquiring, capturing, sharing and using knowledge to enhance learning and performance; – Resourcing – attracting and retaining high-quality people; Specific HR strategies • Specific HR strategies set out what the organization intends to do in areas such as: – Learning and developing – providing an environment in which employees are encouraged to learn and develop; – reward – defining what the organization wants to do in the longer term to develop and implement reward policies, practices and processes that will further the achievement of its business goals and meet the needs of its stakeholders; Types of hr strategies - strategic human resource management - Manu melwin joy

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Types of hr strategies - strategic human resource management - Manu melwin joy

  • 1. Types of HR strategies Strategic Human Resource Management
  • 2. Prepared By Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations. Manu Melwin Joy Assistant Professor Ilahia School of Management Studies Kerala, India. Phone – 9744551114 Mail – manu_melwinjoy@yahoo.com
  • 3. Types of HR strategies • Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are: – Overarching strategies; and – Specific strategies relating to the different aspects of human resource management.
  • 4. Overarching HR strategies • Overarching strategies describe the general intentions of the organization about how people should be managed and developed and what steps should be taken to ensure that the organization can attract and retain the people it needs and ensure so far as possible that employees are committed, motivated and engaged.
  • 5. Overarching HR strategies • They are likely to be expressed as broad-brush statements of aims and purpose, which set the scene for more specific strategies. They are concerned with overall organizational effectiveness – achieving human resource advantage by, as Boxall and Purcell (2003) point out, employing ‘better people in organizations with better process’, developing high- performance work processes and generally creating ‘a great place to work’.
  • 6. Overarching HR strategies Examples • AEGON: – The Human Resources Integrated Approach aims to ensure that from whatever angle staff now look at the elements of pay management, performance, career development and reward, they are consistent and linked.
  • 7. Overarching HR strategies Examples • B&Q: – Enhance employee commitment and minimize the loss of B&Q’s best people. – Position B&Q as one of the best employers in the UK.
  • 8. Overarching HR strategies Examples • Egg: – The major factor influencing HR strategy was the need to attract, maintain and retain the right people to deliver it. The aim was to introduce a system that complemented the business, that reflected the way we wanted to treat our customers – treating our people the same. What we would do for our customers we would also do for our people. We wanted to make an impact on the culture – the way people do business.
  • 9. Overarching HR strategies Examples • GlaxoSmithKline: –We want GSK to be a place where the best people do their best work.
  • 10. Specific HR strategies • Specific HR strategies set out what the organization intends to do in areas such as: – Talent management – how the organization intends to ‘win the war for talent’; – Continuous improvement – providing for focused and continuous incremental innovation sustained over a period of time;
  • 11. Specific HR strategies • Specific HR strategies set out what the organization intends to do in areas such as: – knowledge management – creating, acquiring, capturing, sharing and using knowledge to enhance learning and performance; – Resourcing – attracting and retaining high-quality people;
  • 12. Specific HR strategies • Specific HR strategies set out what the organization intends to do in areas such as: – Learning and developing – providing an environment in which employees are encouraged to learn and develop; – reward – defining what the organization wants to do in the longer term to develop and implement reward policies, practices and processes that will further the achievement of its business goals and meet the needs of its stakeholders;
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