...STRATEGIC HUMAN RESOURCE MANAGEMENT: THREE-STAGE PROCESS AND INFLUENCING ORGANISATIONAL FACTORS Sandeep Krishnan Personnel and Industrial Relations Area D-18, Indian Institute of Management, Vastrapur, Ahmedabad 380 015, Gujarat, India. Email: sandeepk@iimahd.ernet.in Tel: ++91-79-26327816 Fax: ++91-79-26306896 Manjari Singh Personnel and Industrial Relations Area Wing 12-D, Indian Institute of Management, Vastrapur, Ahmedabad 380 015, Gujarat, India. Email: manjari@iimahd.ernet.in Tel: ++91-79-26324914 Fax: ++91-79-26306896 1 Abstract: A three-stage model for the process of strategic human resource management is developed in this paper. The three stages cover strategy formulation, implementation and evaluation. The inter-linkages in this dynamic model have been explored. The organisational factors that have enabling or deterring influence on the success of each of these three stages have been discussed. The paper highlights the key role played by HR professionals in these three stages. 2 STRATEGIC HUMAN RESOURCE MANAGEMENT: THREE-STAGE PROCESS AND INFLUENCING ORGANISATIONAL FACTORS Organisations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalisation, changing demographics of the workforce, increased focus on profitability through growth, technological changes, intellectual capital and the never-ending changes that organisations are...
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...STRATEGIC HUMAN RESOURCE MANAGEMENT: THREE-STAGE PROCESS AND INFLUENCING ORGANISATIONAL FACTORS Sandeep Krishnan Personnel and Industrial Relations Area D-18, Indian Institute of Management, Vastrapur, Ahmedabad 380 015, Gujarat, India. Email: sandeepk@iimahd.ernet.in Tel: ++91-79-26327816 Fax: ++91-79-26306896 Manjari Singh Personnel and Industrial Relations Area Wing 12-D, Indian Institute of Management, Vastrapur, Ahmedabad 380 015, Gujarat, India. Email: manjari@iimahd.ernet.in Tel: ++91-79-26324914 Fax: ++91-79-26306896 1 Abstract: A three-stage model for the process of strategic human resource management is developed in this paper. The three stages cover strategy formulation, implementation and evaluation. The inter-linkages in this dynamic model have been explored. The organisational factors that have enabling or deterring influence on the success of each of these three stages have been discussed. The paper highlights the key role played by HR professionals in these three stages. 2 STRATEGIC HUMAN RESOURCE MANAGEMENT: THREE-STAGE PROCESS AND INFLUENCING ORGANISATIONAL FACTORS Organisations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalisation, changing demographics of the workforce, increased focus on profitability through growth, technological changes, intellectual capital and the never-ending changes that organisations are...
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...of HR Running Head: Importance of HRM in International Business Importance of HRM in International Business [Name of Author] [Name of Institution] 1- Outline Importance of human resource management is now globally recognized and business growth is related to better management of human capital of a company. The present research proposal, henceforth, sets ground to investigate the importance of managing, running, and stabilizing human resource in order for the growth of business. It aims to contribute to the existing research of human resource management (HRM) by organizing secondary sources and relating it specially to the expansion of business across borders that has come to be known as multinational companies operating in a number of different countries (INVESTOR, 2008). The paper also examines various facets and implications of across border business activities that aim to take place majorly due to HR issues such as mergers, acquisition, and so on (Chapman, 2001). Another important aspect of HR and business spreading over the international boundaries is cultural aspects of a specific region, country, or state that a business venture must come to recognized as a valid component. It is important to realize that in the flourishing of withering of a business local culture plays a decisive role. Related to this is the issue of workplace culture where, as in today’s global workplace, workers come from different cultures and backgrounds to work together. Hence it is...
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...Evaluating the Strategic Role of Human Resources in Modern Organisations Stephen Smith (Student Number 43266932) Keenan Gillespie (Student Number: 43271200) Table of Contents Executive Summary 3 The Evolution of HRM 4 Significance to the business model 4 Summary 5 The Employment Relationship 6 Overview 6 Evolving Frameworks and Models 6 Recommendations 7 Legal Context 8 Overview 8 National Legislation & its importance to Australian business 8 Impact of Legislation on the Business 9 Recommendations to Bytes Electrical 10 References 11 Bibliography 11 Executive Summary The purpose of this report is to identify the importance of strategic human resource management to Bytes Electrical. This role of strategical management in regards to a businesses most important assets – its employees, is heavily influenced by a number of stimuli outlined in this report, including the evolution of human resource management to what it is today, the employment relationship and the environment and legal context that the business must operate within. By outlining these influences on Bytes Electrical, this shall allow for the management team to clearly understand the importance of HRM in today’s context. The result of this report is to highlight and convey a summary of these influences and present a number of recommendations to Bytes electrical to ensure the continued and/or increased...
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...Ltd Article. English Language. doi: 10.1386/jots.2.2.83/1 Towards a generic international human resource management (IHRM) model Jie Shen University of South Australia Abstract Keywords Reflecting the prevailing Western literature and based on an empirical study in Chinese multinational enterprises (MNEs), this study develops an IHRM model and argues that it can be widely applicable. The model indicates that an MNE’s IHRM policies and practices are the interaction of the home HRM system, firmspecific factors and host-contextual factors. The firm-specific and host-contextual factors have a differentiated, changing and concurrent impact on IHRM policies and practices. There is also interplay between IHRM policies and practices. Intervening factors and their impact may vary over time and in different contexts. IHRM IHRM model intervening factors Chinese IHRM multinational enterprises (MNEs) Internationalization and the effective use of international human resources are two major issues facing firms in today’s global economy. As more and more firms operate internationally, there is a clear need to develop an understanding of how to manage human resources that are located outside the domestic environment. An IHRM system is a set of distinct activities, functions and processes that are directed at attracting, developing, and maintaining the human resources of a multinational enterprise (MNE). These activities, functions and processes result from the...
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...Expatriates: Overcoming barriers and understanding issues for the HR Practitioner Christian Bengtsson 2566276 Griffith Business School – Postgraduate Studies International Human Resource Management Att: Dr Alan Burton Jones IHRM Word Count: 2075 Table of Content 1.0 Introduction 3 2.0 Repatriation 4 3.0 Consideration of Issues with Repatriation 5 3.1 Financial 6 3.2 Family Problems 6 3.3 Organizational issues 7 3.4 Future Career Issues 7 4.0 Three Face Model of Repatriation Training 8 4.1 Pre Departure Training 8 4.2 Expatriation Phase 9 4.3 Repatriation Phase 10 5.0 Recommendation 10 6.0 Conclusion of report 10 7.0 List of Reference 11 Repatriation of Expatriates: overcoming barriers and understanding issues for the HR Practitioner 1.0 Introduction An increasing trend of MNC’s is taking part in an International context. According to a recent survey of MNC’s, there are over 850.000 subsidiaries of MNC’s operating worldwide, currently managing over 150.000 expatriates (Colakoglu & Caligiuri, 2008). According to Harvey & Moeller (2009), MNC’s must develop a pool of managers that has an increasing global mindset to cater for the increase of competition in an International context. Desired outcomes of expatriation can vary. One of the outcomes is the transfer of knowledge. Lazarova and Cerdin (2007) stresses that transfer of knowledge can assist the MNC to determine how their business unit is performing in the host country and...
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...International Business (MOD001055) Chapter 8: International Human Resource Management Zubair Hassan (2013). International Human Resource Management. International Business 8.1. Introduction This chapter covers one major components of learning objectives/outcomes that are likely to examine via coursework or examination. This chapter will enable students to build their knowledge on global human resource issues faced by international business, such as the staffing, recruitment and selection, performance appraisal and training and development along with compensations policies. This chapter will cover the following topics: Human resource management function International human resource management (IHRM) International HRM approaches IHRM policies and practices Work practice in an international context 8.2. Human resource management function HRM can be described as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations. Te practice of Human Resource Management (HRM) is concerned with all aspects of how people are employed and managed in organizations. It covers activities such as: resourcing (human resource planning, recruitment and selection, and talent management); performance management; learning and development; reward management employee relations; employee well-being. Human resource management is important for various reasons. One of the most important reasons is that human resource...
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...AMERICAN INTERNATIONAL UNIVERSITY-BANGLADESH Faculty of Business Administration Department of Human Resource Management BBA Program COURSE OUTLINE I - Course Code and Title: HRM 6006, HRM in Global Business Environment II - Credit : 3 III- Course Instructor: Erfan Haque III - Course Description: This course aims to develop the professional skills of future managers in the areas of international human resource management and cross-cultural management. This course exposes students to Global issues in HRM. Topics include job analysis; legal and measurement issues related to staffing, employment testing, interviewing, training and selection decision-making strategies in the Global context. It is most suitable for third year students who have completed an introductory course in human resource management, and who have some basic understanding of how culture and the international marketplace affect business. The course will review the theories, models and concepts developed in the areas of international management, international organizational behavior, cross-cultural management, and other emerging disciplines, and study their implications on international HRM practices. A major focus of the course will be on international human resource management & development issues of recruitment and selection, compensation and reward systems, training and development, performance appraisal, expatriation, repatriation and career development. IV – Objectives: ...
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...dichotomy in a Theory E approach, incorporating practices driven by an economic imperative and a Theory O approach, incorporating practices for improving organizational capability are questioned by this research. By comparing the integrated model identified by Beer and Nohria (2000) with 18 other change management approaches, the limitations of their model are exposed. Considerable similarities are observed between change management models and this leads to the conclusion that a more comprehensive integrated model should be developed and tested. This includes the importance of identifying the context for change as a prerequisite to change design. Initial research validated the use of an extended list of critical success factors, the utility of a new model for initiating change and reinforced the importance of a contingency paradigm. KEY WORDS : Change, change management, integrated change, business transformation Introduction In the first part of this research ‘Challenging the Code of Change: Part 1. Praxis does not make Perfect’, a comparative review of Beer and Nohria’s (2000) Theory E and Theory O integration thesis led to the conclusion that their model required further development with the following rationale. 1. The limitations identified in the integrated Theory E/Theory O model. Correspondence Address: Nigel Leppitt, Director-Haldane Associates, 14 Carlisle Road, Hampton, Middlesex, TW12 2UL,...
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...International Journal of Contemporary Hospitality Management Emerald Article: Teaching human resource management in hospitality and tourism: a critique Tom Baum, Denis Nickson Article information: To cite this document: Tom Baum, Denis Nickson, (1998),"Teaching human resource management in hospitality and tourism: a critique", International Journal of Contemporary Hospitality Management, Vol. 10 Iss: 2 pp. 75 - 79 Permanent link to this document: http://dx.doi.org/10.1108/09596119810207228 Downloaded on: 24-09-2012 References: This document contains references to 19 other documents Citations: This document has been cited by 5 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 4078 times since 2005. * Users who downloaded this Article also downloaded: * Tom Baum, Vanessa Amoah, Sheryl Spivack, (1997),"Policy dimensions of human resource management in the tourism and hospitality industries", International Journal of Contemporary Hospitality Management, Vol. 9 Iss: 5 pp. 221 - 229 http://dx.doi.org/10.1108/09596119710172615 Philip Worsfold, (1999),"HRM, performance, commitment and service quality in the hotel industry", International Journal of Contemporary Hospitality Management, Vol. 11 Iss: 7 pp. 340 - 348 http://dx.doi.org/10.1108/09596119910293240 Peter Haynes, Glenda Fryer, (2000),"Human resources, service quality and performance: a case study", International Journal of Contemporary Hospitality Management, Vol. 12...
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...PA R T 1 The role of human resource management Part contents 1 Introduction to human resource management 2 Human resource planning and resourcing 3 Work and job design 1 41 74 Chapter 1 Introduction to human resource management LEARNING OUTCOMES After studying this chapter, you should be able to: identify the historical developments and their impact on HRM outline the development and functions of HRM understand the differences between HRM and personnel management evaluate ‘hard’ and ‘soft’ approaches to HRM understand how diversity is an issue in HR practice consider the HRM as an international issue. The opening vignette gives a somewhat pessimistic view of the role of people in the workplace. Often it is the job of the human resource manager to develop policies and practices that serve the organisation, but she or he also needs to think about the people. If the people are nurtured then the organisation can develop. As can be seen below, this was not the case with Enron. Enron: something’s got to give Human beings are not governed purely by their own self-interest, so our management and HR systems should not assume they are. For more than a year, Andrew Fastow – the erstwhile chief financial officer of Enron and the key architect of the off-balance-sheet entities that caused Enron’s sudden death – ran rings around the prosecutors investigating the collapse of the energy giant. 3 4 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Suddenly, he...
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...role of human resource management Part contents 1 Introduction to human resource management 1 2 Human resource planning and resourcing 41 3 Work and job design 74 Chapter 1 Introduction to human resource management LEARNING OUTCOMES After studying this chapter, you should be able to: identify the historical developments and their impact on HRM outline the development and functions of HRM understand the differences between HRM and personnel management evaluate ‘hard’ and ‘soft’ approaches to HRM understand how diversity is an issue in HR practice consider the HRM as an international issue. The opening vignette gives a somewhat pessimistic view of the role of people in the workplace. Often it is the job of the human resource manager to develop policies and practices that serve the organisation, but she or he also needs to think about the people. If the people are nurtured then the organisation can develop. As can be seen below, this was not the case with Enron. Enron: something’s got to give Human beings are not governed purely by their own self-interest, so our management and HR systems should not assume they are. For more than a year, Andrew Fastow – the erstwhile chief financial officer of Enron and the key architect of the off-balance-sheet entities that caused Enron’s sudden death – ran rings around the prosecutors investigating the collapse of the energy giant. 3 4 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT ...
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...identify issues which organisations need to address that make such a link work effectively in aligning HRM and corporate goals Over the years, there has been increased recognition and awareness that business needs to match its business strategies according to the human resource functions and practices. The main reason behind this is that economy has changed from manufacturing based to knowledge based economy. Many organizations’ competitive advantage now stems more from their human assets (Bal et al., 2013). This concept of integrating business strategy and human resource management is called strategic human resource management where it gradually became well known in the 1980s (Azmi, 2011) This paper discusses evidences related to links between corporate strategies and human resource management and issues that needs to be identified for the link to work effectively. According to Liao (2005), “a strategy is an integrated and coordinated set of commitments and actions designed to exploit core competencies and gain competitive advantage”. Whereas, strategic human resource management involves creating and applying a set of internally consistent guidelines and practises that safeguard a firm’s human capital, which directly contributes to the achievement of its corporate goals (Baird & Meshoulam, 1988). Bal et al. (2013) describe this approach of linking business concept and HRM practices as “bridging” between business strategy and utilization of its human resources. The main...
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...Table of Contents Introduction 2 Differences between Domestic and International Human Resource Management 2 What is Expatriate 4 IHRM has three dimensions 4 International assignments create expatriates 5 Increasing Importance of International Human Resource Management 6 Significance of International Human Resource Management 9 Conclusion 11 Reference……. 12 Introduction As we enter the new millennium, more and more companies are recognizing the importance of managing their human resources as effectively as possible. They are also recognizing that doing so, however, cannot be done without recognition and incorporation of the global context. It is virtually impossible to read a business periodical or newspaper anywhere in the world without seeing stories detailing the success of a company due to how effectively it manages its people. As the environment becomes more global, managing people also becomes more challenging, more unpredictable and uncertain and more subject to rapid change and surprise. Thus what we are witnessing within human resource management (HRM) is the rapid appreciation for and development of all aspects of global and international activities and issues associated with and affected by HRM. And because the importance of managing people effectively in the global context is so great, many companies are devoting a great deal more time, attention, skill, and effort into doing it well. To be successful, many firms have to compete...
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...TITLE: HUMAN RESOURCE STRATEGIES CODE: UGB320 CREDITS: 20 LEVEL: 3 FACULTY BUSINESS AND LAW MODULE BOARD: UNDERGRADUATE BUSINESS PRE/CO-REQUISITES: NONE LEARNING HOURS: 200 hours, the exact of which is specified in the module guide LEARNING OUTCOMES: Upon successful completion of this module, students will: Knowledge based outcomes: K1 Demonstrate a critical understanding of the range of approaches to HRM strategy formulation K2 Be able to identify and critique the key components of HRM within an international context K3 Demonstrate a critical awareness of strategic HRM interventions in a specified range of organisational activities. Skills based outcomes: S1 Be able to utilise an appropriate range of HRM techniques S2 Be able to apply strategic HRM to a range of national and international contexts CONTENT SYNOPSIS: The module is designed for students wishing to specialize in HRM who require an awareness of a wide range of modern strategic human resource management concepts, approaches and techniques. The central theme of the module is the consideration of how HRM may be used strategically to deliver organisational aims and organisational success. In particular the module will focus on the mechanisms for achieving the necessary integration of HRM and corporate strategy, in a range of contexts through the linkage of employee resourcing, employment relations, employee development, employee reward and employment law considerations...
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