16: Strategic Human Resource Management
- Page ID
- 24383
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\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)- 16.1: Strategic Human Resource Management
- This page discusses strategic human resource management (SHRM), which aligns human resources with organizational goals to gain a competitive edge. It highlights the need for qualified employees who can implement company strategies, focusing on effective recruitment, performance metrics, and motivational rewards. By creating a high-performance work system, organizations can enhance overall performance and effectively utilize employee talent in a competitive environment.
- 16.2: Case in Point: Kronos Uses Science to Find the Ideal Employee
- This page addresses the challenges of hiring in retail, highlighting high turnover rates and their impact on customer service. It discusses how companies, such as Kronos, leverage software like Unicru for data analysis to identify optimal employee profiles. This technology screens candidates by assessing personality traits and job fit, offering insights to hiring managers.
- 16.3: The Changing Role of Strategic Human Resource Management in Principles of Management
- This page discusses the evolving role of HR as a strategic partner essential for organizational success, moving beyond administrative duties to enhance human capital and align with business goals. It highlights the importance of effective SHRM practices, including hiring, job design, and fostering high-performance cultures.
- 16.4: The War for Talent
- This page discusses the significance of talent management in attracting and retaining skilled employees amid workforce shrinkage due to retirements. It emphasizes aligning employee goals with company objectives, prioritizing cultural fit, and fostering mentorship.
- 16.5: Effective Selection and Placement Strategies
- This page emphasizes the importance of strategic employee selection for company success, highlighting the need for clear job descriptions and methods that assess cultural fit alongside skills. Effective recruitment techniques, including situational interviewing and psychological assessments, provide valuable insights into candidates. Legal guidelines prohibit discriminatory practices in hiring.
- 16.6: The Roles of Pay Structure and Pay for Performance
- This page discusses the importance of compensation strategies, including pay-for-performance and team-based compensation. It highlights the benefits of electronic HR management (e-HRM) in improving HR efficiency and employee engagement through high-performance work systems (HPWS). Additionally, effective succession planning across five levels is crucial for developing talent, with Dow Chemical showcasing best practices. Nonprofits must also prioritize talent development despite challenges.
- 16.7: Designing a High-Performance Work System
- This page discusses high-performance work systems (HPWS) aimed at improving employee involvement and responsibility. It highlights the Balanced Scorecard method for HR, which measures workforce competencies and success, emphasizing the value of employees as human capital. The text asserts that aligning human capital development with strategic goals is vital for organizational success, advocating for effective metric tracking in HR to assess performance and innovation.
- 16.8: Tying It All Together—Using the HR Balanced Scorecard to Gauge and Manage Human Capital, Including Your Own
- This page discusses the Balanced Scorecard method and its relevance to HR and human capital. It highlights the importance of metrics in improving company performance and suggests integrating human capital into an HR Balanced Scorecard. Developed by Kaplan and Norton, the method helps managers categorize performance aligned with company strategy, focusing on measures of employee capabilities, satisfaction, retention, and productivity, ensuring alignment between employee and organizational goals.