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SHRM PPT Chap 4
SHRM PPT Chap 4
CHAPTHER # 4
Presented By
Ali Karim Khowaja
Jamshed Ahmed
Mir Ghulam Murtaza Talpur
Muhammad Waseem
Zeeshan Shahani
Compare and contrast traditional and strategic HR. In what
types of organizations might traditional HR still be appropriate?
Traditional HR Management
They assume their managers will go over their work and that
the employee will pick up the training while on the job.
EXAMPLE OF Traditional HR
Terminating employees
Cont..
Strategic HR Management
Though these technologies are run by the human resources. This wrong
perception may inhibit the progress.
What is the role of HR in current organizations? What could it be?
What should it be? Why does HR assume the role that it does?
Role of HR
is fully responsible for the right staffing procedures.
HR is fully responsible for the succession planning in the organization.
Managers and leaders have to identify the potential successors, and they
have to cooperate with HR in the leadership development program. HR
actively searches gaps in the organization. It maps gaps and prepares Cost
and Benefit analyses of implementing projects to realize the
improvement. HR has no administration role. HR is not the advisory
department. HR is fully responsible for the development of employees in
the organization. HR
CONT…
What it could/should be?
Human resource activities fall under the following five core functions:
The final role of the HR professional is to obtain the “right” human talent
and ensure that people are in the right place, at the right time, able to
perform the work that is needed, and able to achieve the desired
outcomes, to rapidly deploy and redeploy human capital when and where
it is needed.
Would you want to work for a company like Netflix?
Why or why not?
Why:
Yes I want to work with this company because its environment is flexible and
informal structure of Human resource. As you know the informal structure of
HR, the workload is very low and performance evaluation is not considered.
CONT…
Why not
As mentioned the above statement, the informal HR structure and
performance evaluation is not considered for each employee, I would not
want to work like Netflix Company because there is no job security, no
performance evaluation, high risk of job turnover, and no retention policy
To be a true strategic partner, does HR need to take on
a more generalized or specialized approach to its work?
Why?
In recent years, the role of HR has been evolved dramatically across world.
The human resource department of an organization is no longer a
department of managing personnel by maintaining files only. The human
resource function has because a critical strategic partner that helps an
organization in reaching its ultimate objectives.
Assume the position of a consultant hired to assess the
approach toward HR management taken by a client
organization. What factors might you evaluate in determining
whether an organization uses a traditional or strategic
approach to managing its HR? Develop specific questions that
need to be answered and determine which key decision
makers in an organizations should be asked these questions.
Factors for strategic approach
(1) Strategic partner: a partner with senior and line managers in strategy
execution
(2) Administrative Expert: an expert in the way that work is organized and
executed
(3) Employee Champion: a champion for employees, working to increase
employee contribution and commitment to the organization
(4) Change Agent: an agent of continuous transformation who shapes
processes and culture to improve an organization’s capacity for change.
Factors for Traditional Approach