Lecture 10

Strategic HRM

7. Continuous Improvement Strategies

Strategies

• Incremental Innovation

• Build Culture

• Open environment

• Rewards for ideas

8. Customer Service Strategy

• A customer service strategy indicates what the organization intends to do about customer service in the future and how it proposes to do it.

• Extensive Market research• Proactive approach• Focus on perceptions• After-sale services• Respond as quickly as possible• Fix your mistakes

Individual Assignment

• General Motors Case discussion

• Case Analysis

• Deadline: 26th April, 2016

• Resourcing strategy ensures that the organization obtains and retains the people it needs and employs them efficiently.

• It is concerned not only with obtaining and keeping the number and quality of staff required but also with selecting and promoting people who ‘fit’ the culture and the strategic requirements of the organization.

The Objective of Resourcing Strategy

• To obtain the right basic material in the form of a workforce.

• Selection and recruitment of workers best suited to meeting the needs of the organization.

• To ensure that a firm achieves competitive advantage by employing more capable people than its rivals.

The concept that the strategic capability of a firm depends on its resource capability in the shape of people (resource-based

strategy) provides the rationale for resourcing strategy.

Focus more on ‘the attitudinal and behavioral characteristics of

employees’.

• Focus on thinking about the skills and behaviors required in the future to achieve sustainable growth and cultural change.

• Avoid Status Quo

Integrating Business and Resourcing Strategies

• Resourcing strategies exist to provide the people and skills required to support the business strategy, but they should also contribute to the formulation of that strategy.

1. Number of people required.

2. Skills and behaviors required.

3. Impact of organizational restructuring on employees.

4. Role of beliefs, attitude and personal characteristics of employees.

The Components of Employee Resourcing Strategy

1. Human resource planning

2. Resourcing plans

3. Retention strategy

4. Flexibility strategy

5. Talent management strategy

1. Human Resource Planning

• It is generally concerned with matching resources to business needs in the longer term.

• It addresses human resource needs both in quantitative and in qualitative terms.

• This means answering two basic questions:

1) How many people?

2) What sort of people?

Main activities

1. Identifying and acquiring the right number of people with the proper skills.

2. How to Motivate them to achieve high performance.

3. How to Create interactive links between business objectives and people-planning activities.

2. Resourcing Plans

• What steps need to be taken to appoint people from within the organization and what learning and development programmes should be planned.

• Internal and External Resourcing.

Internal Resourcing

External Resourcing

Social Recruiting

Which resourcing strategy is more effective?

3. Retention Strategy

• Retention strategies aim to ensure that key people stay with the organization and that wasteful and expensive level of employee turnover are reduced.

• They will be based on an analysis of why people stay and why they leave.

• Exit Interviews.

• The retention plan should address each of the areas in which lack of commitment and dissatisfaction can arise.

1. Pay2. Job design3. Performance4. Learning5. Career development6. Commitment7. Lack of group cohesion