25329960-SHRM-Aligning-HR-With-Strategy

STRATEGIC HUMAN RESOURCE MANAGEMENT: 

STRATEGIC HUMAN RESOURCE MANAGEMENT SUBMITTED TO : Dr.Vanaja SUBMITTED BY: Surekha,Saif,Dharmik 1

Agenda: 

Agenda Business strategy Business Goals of the company CEO ROLE DSHRM PROCESS 5-P model’ of SHRM Managers activity Translating Strategy into HR Policy and Practice DSHRM AND MANAGERS ROLE 2

TATA’S –CEO ROLE : 

TATA’S –CEO ROLE Business Goals of the company The Important business goal of the Tata in the coming years is to - Setting up a new plant in Africa (TANZANIA) which will be TATA ‘S new venture in 3-5 ( (2011 March 11-2014 March 11). HR field has dramatically changed in the last few years Importance of HR dept. to involve in the strategic planning. E.g. designing reward structure – finance dept + HR dept. + top mgmt. How can SHRM help to facilitate in supporting Competitive advantage SLIDE 3

CEO ROLE : 

CEO ROLE BUDGET FUNDING PLAN TIME FRAME -3 years (March 2011-MARCH 2014) SETTING UP A PLANT IN AFRICA-TANZANIA – 1 PLANT 4

DSHRM PROCESS –SAIF : 

DSHRM PROCESS –SAIF STRATERGIC PLANNING AND OBJECTIVES IMPLENTING THE PROCESS OF SHRM TO SUPPORT THE STRATERGIC BUSINESS PLAN (MODEL) – 6 MOTNHS DOCUMENTATION- 6 MONTHS TIME FRAME OF EACH SHRM ACTIVITY, MANAGEMENT,AND STAFFING PROCESS-3 MONTHS DEVELOPING THE MODELS FOR IMPLEMENTATION - 3 Months RECOMMENDATIONS AND SUGESTIONS Conclusion References SLIDE 5

‘5-P model’ of SHRM contd.: 

‘5-P model’ of SHRM contd. Programs: coordinated HR efforts to initiate and sustain strategic organizational change . Practices: deal effectively with performance problems, encourage creativity in workplace, form work teams & involve employees in decision making. Processes: involves identification, formulation and implementation of HR activities to meet strategic goals of organ. 6

The 5-P Model: 

The 5-P Model ORGANIZATIONAL STRATEGY STRATEGIC BUSINESS NEEDS INTERNAL CHARACTERISTICS EXTERNAL CHARACTERISTICS STRATEGIC HRM ACTION HR Philosophy Express how to treat and value people HR Policies Establishes guidelines for action on people-related business issues and HR Programs HR Programs Coordinates efforts to facilitate change to address major people related business issues HR Practices Motivates needed role behaviors HR Process Defines how these activities are carried out 7

Managers activity-Surekha Linking Business and HR Strategies: 

Managers activity-Surekha Linking Business and HR Strategies 8

Basic Model of How to Align HR Strategy and Actions with Business Strategy: 

Basic Model of How to Align HR Strategy and Actions with Business Strategy Translating Strategy into HR Policy and Practice 9

DSHRM AND MANAGERS ROLE: 

DSHRM AND MANAGERS ROLE Strategic role : formulating business decisions, translating corporate strategy into HR strategy & training employees to focus on customer needs. Information & decision-making role: HR dept informs and advices about best practices life efficiency in customer service or new product development or taking decisions on employee problems. Strategic HR functional role : select, design and implement planning & appraisal systems for employees. Administrative: implement policies and procedures; improve administrative system; 10

RECOMMENDATIONS AND SUGESTIONS : 

RECOMMENDATIONS AND SUGESTIONS The implementation and the budget that is allotted for the new venture in setting up the plant could depend on the structure and the level of management. Setting up the management is the initial stage which should be the primary focus which will take 6 months ,then the training process ,then setting up the infrastructure with documentation which will take another 6 moths Tata as a company should create facilities and opportunities for individual or group development so as to match it with the growth of the organization specially in New venture that they are going to take . 11

CONT-: 

CONT- The company should identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security and measures for challenging work, prestige, recognition, security, status (John .l ,Lynette’s 2009). They should attain an effective utilization of human resources in the achievement of organizational goals. The company should maintain high employee’s morale and sound human relations by sustaining and improving the various conditions and facilities. Tata as a company should strengthen and appreciate the human assets continuously by providing training and development programs (John ,Lynette 2009). 12

References : 

References Johnson G., Scholes K., and Whittington R 2005, Exploring Corporate Strategy, Prentice Hall; Harlow; Ed. 7th; ISBN: 0273687395. Krishnan, R 2007, Land Rover, Jaguar bid fits into Tata strategy; The Hindustan Times, viewed on 08 October 2009, <http://www.hindustantimes.com/>. Krishnamoorthy, V 2005, The McKinsey Quarterly: An interview with Ratan Tata, viewed on 16 October 2009,< http://venkatkrish.blogspot.com/>. Goldman, M 2007, India’s Tata Group: Shifting Gears; viewed on 13 October 2009, <http://www.gibsreview.co.za/>. Gopalkrishnan, R 2003, Experiences at Tata Group, viewed on 15 October 2009, <http://www.tata.com>. 13

THANK YOU Dr.Vanaja karaginnidis and my fellowmates: 

THANK YOU Dr.Vanaja karaginnidis and my fellowmates 14 QUESTIONS FROM THE COMMITTEE MEMBERS