Strategic Management Learning Filipino Style

Mostly, they will learn the strategic management does not become a manager and an enterprise of one of the major international and Philippine society anywhere in the near future. The decision-making tools that acquire overtime through experience will be useful to all levels of an organization and in planning your own career development. Strategic management involves industry analysis and analysis organized is important in all types of organizations, especially small businesses, franchise operations and other industries. Studying strategic management also equip the Filipino entrepreneur with tools that allow him or her to address the important issues in a complex business environment. A simple definition of what strategic management is a process by which people analyze and learn from their internal and external environments and established the strategic direction, create strategies to achieve goals. In the Philippine setting, there are various factors that must be taken into consideration when going into a business. Political factors must also be taken into account especially in a country which has already seen two popular uprisings and one nearly succeeding. Such political uncertainty hurts business prospects in strategic planning. Careful planning will ensure business success even in the most volatile economies. This is a perfect example of an internal environmental factor. External environmental factors will include global environmental forces such as technological, political, economic or socio cultural trends. Rising oil prices will affect the way how domestic production are priced. The war in the middle east also affect the Philippines since we have a large number of overseas Filipino worker, and a large number of them returning all at once will strain government resources in finding them work at home. ( Rodes, 2011)

Strategic Human Resource Management: Some Theoretical Considerations

Strategic management is an important factor in gaining competitive advantage not only in a domestic market, but also especially in a market that is global (Pearce et al., 1987). Much rethinking has been done on the role of HR in strategy formulation as its role in strategy implementation gained prominence (Tichy et al., 1982; Schuler, 1990).

Managerial Implications and Directions for Future Research

According to (Supangco, 2011)There is indication that HR practices in the Philippines tend toward a strategic HR approach, in terms of formalized strategy formulation process and involvement of line managers in the development of policies affecting HR. However, HR is still far removed from being involved instrategy formulation at the outset. While involving HR in the process may be the CEOs call, HR canget itself invited by being proactive and showing that activities impact on the bottom line. This calls for more conscious measuring and monitoring of results of HR activities, and a better understandingof the role of the HRIS enables this. Monitoring of costs and benefits of each program will befacilitated with an HRIS. Currently, HRIS seems to be used in attendance, payroll, and work scheduling. Monitoring of costs and benefits of programs that are costly, but adds value to the organization such as training, benefits, performance management, and career and succession planning, still needs to be tapped. In addition, most HR staff may be trained in technical areas, their backgrounds being in the social sciences, training in strategic management and other business essentials may legitimize their being involved in strategic formulation stage at the outset. One limitation of this study is the use of convenience sampling, which limits generalization to

organizations that participated in the study. For future research, a database of HR executives may be built to draw the sample from in a random manner.

Future studies may involve analyses of the factors that account for the changes in practices, and identifying characteristics of organizations that have made changes in their practices. As organizations enter international markets, the environment in which they compete becomes global. Thus, a comparison of HR practices across different Cranet member countries may also be looked into.