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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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