Chapter 01

Summery 01 Mastering the Management System

Kaplan and Norton's paper "Mastering the Management System" conceptualizes the root
reason of most company failures. According to the authors, most companies fail not because
of bad performance by their employees and managers. Also another reason is
underperformance of the company's strategic management structures. Here also describe how
these strategies are turned into operational goals, how operational goals are implemented and
goals are monitored.
Summery 02 Using the Balanced Scorecard as a Strategic Management System
The balanced scorecard is an analytical tool. The business leaders use to measure
organizational performance and refine long-term plans. Most scorecards have categories
containing strategic and operational measures. It is assist management with decision-making
and identify areas for improvement.
Summery 03 Capitalizing on Capabilities
The skills and abilities an organization's aggregate talents, abilities, and knowledge are the
result of investments in staffing, training, communication, and other human resource sectors.
They reflect the methods by which people and resources are brought together to complete
tasks. They shape the organization's identity and personality.
Summery 4 Interactive Human Resource Management and Strategic Planning
HR is in a unique position to assist firms with strategic planning. Effective human resource
allocation is required for successful strategic plans. HR can assist other departments in the
organization in identifying and clarifying its mission and long-term goals. Strategic planning
and policies are inextricably tied with human resource planning. It is the primary instrument
for linking organizational goals to human resource initiatives and goals.
Summery 5 Dynamic Capabilities and Strategic Management
Functional, or zero-level, capabilities are separate from dynamic capabilities. These are
industry-wide learnt practices. The construction of an assembly plant in the automobile
industry is one example of such a process. It's a well-defined procedure with precedents and
standards in place.
 Chapter 02
Summery 1 Understanding Human Resource Management in the Context of
Organizations and Their Environments
The concept, viewpoints, work culture, attitudes and behavior of HR, employees' demand and
supply, motivating factors, pay systems, and industrial relations surrounding HR practices. Its
call social environment of HR. The factors that influence HR operations are always changing.
Small business managers must constantly evaluate internal and external environmental
elements and adapt HR strategy. According to maximize recruitment and retention and
reduce employee difficulties.
Summery 2 HR Metrics and Analytics Use and Impact
Metrics do not indicate a reason; they simply measure the difference between numbers. HR
analytics, often known as people analytics, is the quantification of the impact of people on
business outcomes. Analytics examines why something occurs and the consequences of that
event.
Summery 3 Human Resources Processes as a Source of Competitive Advantage
People provide a competitive advantage to an organization. According to various research, an
organization's people resources can be a substantial source of competitive advantage. The
only organizational resource that can create a strategic advantage is the human aspect.
Summery 4 What Is HR Good for Anyway
Working in HR will allow you to have a beneficial impact on the well-being and productivity
of your coworkers, resulting in a more favorable workplace culture. Many firms' HR
departments, for example, sponsor professional development events or encourage employee
wellness programs.
Summery 5 Determinants of Human Resources Management Priorities and
Implications for Industrial Relations
HRM's major goal is to ensure that an organization's personnel is competent and willing to
work. There are four sorts of HRM objectives: societal, organizational, functional, and
personal. Personal Goals To support employees in reaching their individual objectives.
Functional Objectives In order to keep a department's contribution at an appropriate level, the
organization must meet its needs. Objectives of the Organization Recognize the importance
of human resource management in achieving organizational effectiveness. Societal Goals To
be ethically and socially accountable for society's demands and challenges while minimizing
negative consequences.