SHRM PRESENTATION

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

 In a traditional HR management role, the HR professional is

reactively working.

 They do not educate workers about responsibilities or how

their work will be done.

 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

 Placing ads for jobs when a department requests a

role to be filled.

 Terminating employees
Cont..
 Strategic HR Management

 In contrast, strategic human resource management

(SHRM) has a broader approach.

 A strategic HR manager is focused on forming a

long-term strategy.

 While traditional HR managers work reactively,

strategic HR managers work proactively.
EXAMPLE

 Recruiting employees based on long-term goals

 Training employees
 Developing ways to help employees reach the
company’s goals.
What are the main barriers that prevent an organization from taking a more
strategic approach to HR? and how can they be overcome?

 Short term mentality:

 Every manager act, long-term focus, because the organization has been
established with long-terms objectives/focus.
 Strategic inability: Very often SHRM does not think strategically .
 This type of inability may arise for many reasons as lack of technical
knowledge, insufficient training.
 ( it can be overcome by sufficient training and technical knowledge).
 Lack of appreciation: Sometimes top managers do not recognize the
activities of strategic human resource management.
 A few appreciations may get them a mental boost up to work more.
Cont..
 Failure understands role: General managerial roles may not be fully
understood by be managers.
 This failure is due to lack of knowledge about the specialty of a degree of
responsibility.
 (managers must have to understand about do’s and don’t)

 Wong perception on human assets: Investment in human assets may be

regarded as high risk than that of technology and information.

 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:

staffing, development, compensation, safety and health, and employee and

labor relations.
 HR departments, originally called personnel management which helps

management negotiate with labor. In companies that are not unionized,

bridging the gap between employees and management is a big part of the
job.
Analyze the four HR roles presented by the lengnick Halls. How might the
critically of each of these roles be impacted by different strategies?

 The four major HR roles suggested by LH are Human Capital Steward,

Knowledge Facilitator, Relationship builder and Rapid deployment
specialist. All these have unique contributions to the strategic
management process.
 Human capital is the knowledge, skills, and capabilities of individuals that
have economic value to an organization. It can help organizations in
planning innovatively and to achieve long term goals on time.
 A knowledge facilitator makes learning easier by involving learners in a
collaborative learning process. The method of instruction for a knowledge
facilitator is discussion in which the knowledge facilitator participates as
equal.
Cont..
 Human resource management can play an important role in building
strong employee relationships. They can conduct activities that allow
employees to work with each other as a team as well as with managers.

 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?

Netflix has a very nontraditional approach in managing human resource. The

company sought to create a culture that can attract individual who can
understand the business. There is no formal structure at Netflix unlike other
technology company. The system is highly flexible and informal that allows
people to prosper and work at ease.

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

 The human capital steward: role involves the creation of an

environment and culture in which employees voluntarily want to
contribute their skills, ideas, and energy.
 Knowledge facilitator: it involves the procurement of the necessary
employee knowledge and skill sets that allow information to be
acquired, developed, whereby employees teach and learn from each
other and sharing knowledge is valued and rewarded.
 Relationship builder: involves the development of structure, work
practices, and organizational culture that allow individuals to work
together with in departments.
 Rapid deployment specialist: involves the creation of an organization
structure and HR systems that are fluid and adaptable to rapid change
in response to external opportunities and threats.
Questions
These questions to be asked from line managers.

 Do you have strategic partner in your HR departments ?

 Do you have Administrative Expert in your HR departments ?

 Do you have Employee Champion in your HR departments ?

 Do you have Change Agent in your HR departments ?

 Do you follow traditional HR practices?

If yes then , do you have Human capital steward , Knowledge

facilitator , Relationship builder ,Rapid deployment specialist??
 Visit the Web site for the Society for Human Resource
Management (http://www.shrm.org). SHRM is the largest
professional association for HR practitioners in the world.
Determine whether this organization encourages HR
professionals to approach HR from a traditional or strategic
standpoint. Print examples of pages that support your
conclusion, and be prepared to present them to the class.
Cont..
 HRM focuses on how strategically the business can strategize and work
towards increasing the business efficiency.
 In my opinion SHRM main focus is how the HR professionals can work
with a more strategic standpoint.
 this organization encourages HR professionals to approach HR from
strategic standpoint which can be understood by the paragraph in the
next slide which is from the site of SHRM
Cont…

 Nearly all HR leaders in the largest global companies are involved in

strategic decision-making and participate on the organization's strategy
team, and a majority of HR professionals report that strategic planning is
part of their function. In contrast, HR professionals in many medium and
small organizations are not often involved in organizational or functional
strategic planning. Consequently, to achieve long-term strategic HR
objectives and to be a key player in the organization's strategic planning
process, some HR departments may need to convince senior management
of the value and contribution HR can provide.
What kinds of employment practices encourage employee
engagement? What are the benefits of enhanced engagement?
kinds of employment practices encourage employee engagement?

1. Recruiting make job advertisement more attractive and

mentioned everything what your organization wants from
aspirants for that post/ job role.
2. Employee selection chose the right candidate for the right
jobs/ tasks, so that they do their works comfortably in your
organization.
3. Training & development organizations always need to have
invest on their human resources because like other things
human resources also need to develop their skills.
4. Salaries/ packages it’s also very important because if
employees feel they are getting lesser amount as compare
to the other companies they will surely leave your
organization in coming time and that will be not good for
company.
5. Performance management
Benefits of enchained engagement

1. Higher retention/low turnover rate

2. High productivity
3. Employee satisfaction
Examine each of the pairs of organizations the authors discuss. Determine
whether their strategies are based on industrial organization (I/O) or
resource-based view (RBV) assumptions. What does this imply about strategic
planning in general?
Author has disused two
organizations.
1. Professional sports: for sports its fact that there is no open labor so they
went for draft and through that they pick talented players.
San Francisco 49ers and Oakland Raiders were two successful teams of
America but san Francisco pick their players right from collage level through
drafting and give them trainings and good salaries packages, so that their
player remain committed with their team for long time and san Francisco
teams have given a fully right to their players to make a decision so that they
feel part that organization.
Retailing:
Sears and Nordstrom are both largest retailing industries, but both are
different in employment practices.
Sears relies on selection tests in American industry but company also refined
these tests time to time to hire more productive employees in their company.
After hiring they give complete training to their employees and managers also
keep records of employee’s through surveys.
Nordstrom practices has different from sears they don’t take any test for
hiring but they simply take application’s and after that managers select some
applications for further process.
Resource based view & industrial
view:
San Francisco 49ers and Sears both used resource based view in their
organization because first they create pool of their employees and later they
give training to their employee's according to their needs.
Oakland Raiders and Nordstrom these both companies they don’t have
prepare channel for hiring new employee's but they directly picked someone
for specific job role without knowing their attitude skills etc. so they use
industrial view.
Cont..
 Generally companies use strategic planning to achieve their
goals what they have set in their mission statement and
vision statement.