Strategic Role of HRM 2007

7/31/2019 Strategic Role of HRM 2007

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THESTRATEGIC ROLE

OF HUMAN

RESOURCESMANAGEMENT


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THE STRATEGIC VIEWOF HRM

HR is increasingly receiving as a

critical strategic partner. Managing human assets is the most

important priority in organization.

Integrating all human resourcepolicies and programmesframework of a companys strategy.


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NATUREOF HRM

Pervasive force

Action oriented

People oriented

Continuous function


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OBJECTIVEOF HRM

To help the organization to reach itsgoals.

To communicate HR policies to allemployees.

To develop quality of the work force. To increase to the fullest the

employee's job satisfaction and self-

actualization.


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THEEVOLVINGSTRATEGIC

ROLEOF HRM


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STRATEGIC HRM

Activities are intended to enable an organization toachieve its goals

Its both a formulating and implementation of

strategies which acts as strategic partner

Identifying and analyzing of external threats andopportunities(Environment scanning)

Offer competitive intelligence

Employees are valuable source of sustainablecompetitive advantage

T V


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TRADITIONAL HR VS.

STRATEGIC HRFocus Employee Relations Partnerships with internal and

external customersInitiatives Slow, reactive. Fragmented Fast, proactive and integrated

Time bound Short- term Short, medium and long (asrequired)

Job design Tight division of labour,independence,specialization

Broad. Flexible, cross-trainingteams

Key investment Capital, products People, knowledge


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OUTCOMESOF STRATEGIC HR


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HDFCSCOMPETITIVESTRATEGY

Its strategy is to differentiate itself from competitors by offeringsuperior customer service at attractive rates

This type of same basic services were offered by HDFCs

competitors also

So HDFC taught of offering a effective workforce for competitive

advantage (highly committed, competent and customer-oriented)

searching the right property

Finishing legal formalities

Offer expert advice while negotiating the deal

Competitive lending rates

Door-to-door service as per customers choice


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HRM INVOLVEMENTHR helps in Strategy implementation

Helps in restructuring

Downsizing efforts without rubbing employeeon the wrong side

Linking rewards to performance

Reducing welfare costs, and retainingemployees

Systematic efforts to enhance the skills level ofemployee so that the firm can compete onquality


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CONCLUSION

Developing an effective HR systemthat is compatible withorganizational strategy is criticalfor the functioning and success ofa firm in the competitive businessarena.


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Strategic Role of HRM 2007

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