The document discusses strategic human resource management and planning. It explains that strategic HR aligns employee activities with organizational goals through policies, programs, and practices related to recruitment, development, performance, and rewards. It also discusses how technology has changed jobs and potential HR responses to support organizational adaptation.
The document discusses strategic human resource management and planning. It explains that strategic HR aligns employee activities with organizational goals through policies, programs, and practices related to recruitment, development, performance, and rewards. It also discusses how technology has changed jobs and potential HR responses to support organizational adaptation.
The document discusses strategic human resource management and planning. It explains that strategic HR aligns employee activities with organizational goals through policies, programs, and practices related to recruitment, development, performance, and rewards. It also discusses how technology has changed jobs and potential HR responses to support organizational adaptation.
The document discusses strategic human resource management and planning. It explains that strategic HR aligns employee activities with organizational goals through policies, programs, and practices related to recruitment, development, performance, and rewards. It also discusses how technology has changed jobs and potential HR responses to support organizational adaptation.
TECHNOLOGY CHALLENGES Technological advances have a major impact on organizations. New methods for communicating, processing information, and manufacturing have led to economic development around the globe.
The improvements created by technology often mean that people and
organizations must change in order to fully benefit from these advances. Evolutions in technology will continue to present exciting, but difficult challenges to managers.
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An organization’s proposition for how to compete successfully and thereby survive and grow.
Strategy determines the direction in which the organization is
going in relation to its environment.
’The direction and scope of an organization over the longer term,
which ideally matches its resources to its changing environment, and in particular, to its markets, customers and clients to meet stakeholder expectations’ (Johnson and Scholes, 1993). Shinta Tikson 2/9/2018 4 Strategic HRM provides a clear connection between the organization’s goals and the activities of employees.
An approach to making decisions on the intentions and plans of the
organization in the shape of the policies, programs and practices concerning the employment relationship, resourcing, learning and development, performance management, reward, and employee relations.
The use of employees to gain or maintain a
competitive advantage. Shinta Tikson 2/9/2018 5 Field Study PT. Semen Tonasa Team Assignment
1. Staffing (Recruitment and
Selection) 2. Compensation (Total Rewards) 3. Training and Development 4. Performance Management 5. Career Development 6. Occupational Health and Safety (K3)
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The process of defining organizational strategy and allocating resources toward its achievement.
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ENVIRONMENTAL ANALYSIS The assessment of internal and external environmental conditions that affect the organization.
The process of environmental scanning helps to
pinpoint strengths, weaknesses, opportunities, and threats that the organization will face during the planning horizon.
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Shinta Tikson 2/9/2018 9 GLOBAL COMPETITIVENESS AND STRATEGIC HR Multinational corporation (MNC) A corporation that has facilities and other assets in at least one country other than its home country.
Offshoring The relocation by a company of a business process or