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Management
Module: Human Resource Management Unit 21
Lesson: Strategic Integration & Human Resource
Management Functions
Lecturer:
Prepared By: Dulanga
Kodithuwakku
Shifting PM to HRM
Traditional Perception on the role of Personal
Management
Business
Strategy &
culture
Functional
& Product
Managemen
t Strategy
Line
Manageme
nt
Personal
Managemen
t Function
Employee
Strategic Integration Of
Personal Management
New theories & models immerged
Business environment diversified
Focus on employee commitment,
involvement & flexibility.
People factor become an asset
Proactive & constructive
Focus on strategic integration
Prepared By: Dulanga
Kodithuwakku
Business
Strategy &
culture
Line
Manageme
nt
Employee
Human Resource
Management
A strategic approach to managing
employment relations which emphasis
that leveraging peoples capabilities is
critical to achieving sustainable
competitive advantage , this being
achieved through a distinctive set of
integrated employment Policies
Programmes & Practices
Prepared By: Dulanga
Kodithuwakku
Allowing
maximum
flexibility in order to respond changing
business environment.
High Quality Investing on high quality
people will direct high quality outcome.
Prepared By: Dulanga
Kodithuwakku
Characteristic of HRM
Attempt in achieving strategic fit
Integration between HR & Business planning.
Developing mutually supporting HR policies
and practices Strategic management of
people is reflecting in the business
Orientation
towards
commitment
Flexibility,
teamwork,
empowerment,
involvement and creation of strong cultural
values.
HR as a
change
agent
Process
HR as an
administrativ
e expert
HR as
employee
champion
Peopl
e
Operationa
l
Prepared By: Dulanga
Kodithuwakku
Objectives
Job Title
Support to line
management
Welfare ,
Personal
services ,
record handling
Service need of
managers /
individuals
IR Systems
Policy
Industrial
relations ,
Procedures /
systems , Rules
Harmony ,
Agreements ,
Legal
IR Manager ,
Welfare Officer ,
Labour officer ,
Employment
Personal
manager
Manager
Business
Manger
Consultancy
Internal
Consultancy
Service
Integration with
agreements ,
corporate
Projects ,
strategy ,
External
Business case
networks ,
relevance
Balanced
interests
Results ,
Enable change ,
Employee
Organizational
commitments
flexibility
Strategic
HR manger
( Director )
Change Manger
HR director
10
11
Organizational Design
Organization Development
Job role design & definition
Flexible working
HR Planning
Recruitment
HRM planning
Selection
& resourcing
Retention
Exit management
Performance
Management
12
Cont..
Reword Management
Pay systems
Performance pay systems
Benefit schemes
Non financial rewords
HR Development
Learning Organization
Education & training
Personal Development
Career Management
Managerial Development
Employee Relations
Industrial Relations
Employee communications
Employee voice
HR services
13
The motivation of
people at work
Job design
Remuneration
Consultation
Participation
Negotiations &
justice
The protection f
people at work
Working conditions
Welfare services
Safty
Implementation of
appropriate
legislation
14
Roles of HR
Guidance Role
Advisory Role
Service Role
Control / auditing role
Planning/Organizing role
15
Guidance Role
Recommendations
,
Guiding
,
specialists in effective implementation
of new rules.
E.g. New trend in pension for all
concept, New labour regulations
16
Advisory Role
Offering specialist information to line
managers & individual employees .
E.g. Advices on training options, legal
rights,
how
to
handle
specific
problems, counseling.
17
Service Role
Providing
services
customers.
for
internal
18
19
20
21
Centralization Vs.
Decentralization
One
officer
or
Department
controls the all HR
HR activities &
activities & tasks
tasks
are
delegated to line
mangers,
team
leaders
22
Centralized HR Functions
Strategic Issues: Change Mgmt.,
HR Planning, Organizational policies
etc.
Organization
wide:
Communication,
employee
relationships
Advice/Consultancy:
Knowledge
upgrading, External affairs
Research & auditing: Control HR
functions
Prepared By: Dulanga
Kodithuwakku
23
Flexibility of work
Independence of SBU
Career Development
HR Information systems
Manager - team relationship
24
Outsourcing HR Tasks
25
Disadvantages
Reducing cost
Value addition
Specialist
knowledge
Highlighting
the
Lacking parts
Improve
the
standard of service
Risk in damaging
the
organization
values
Lack
of
understanding
Short
term
cost
serving
Lost HR policy &
practice consistency.
26