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Chapter 2 Strategic HR Management and Planning
1.
Copyright © 2005
Thomson Business & Professional Publishing. All rights reserved. ROBERT L. MATHIS JOHN H. JACKSON PowerPoint Presentation by Charlie Cook The University of West Alabama Strategic HR ManagementStrategic HR Management and Planningand Planning Chapter 2Chapter 2 SECTION 1SECTION 1 Nature ofNature of Human ResourceHuman Resource ManagementManagement
2.
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Thomson Business & Professional 2–2 Learning ObjectivesLearning ObjectivesLearning ObjectivesLearning Objectives • After you have read this chapter, you should be able to: Explain strategic HR management and how it is linked to organizational strategies. Describe how legal, political, cultural, and economic factors affect global HR management. Discuss four dimensions of organizational effectiveness and how HR contributes to each. Define HR planning and outline the HR planning process. Discuss several ways of managing a surplus of human resources. Identify why HR metrics must consider both strategic and operational HR measures.
3.
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Thomson Business & Professional 2–3 Human Resources as a Core CompetencyHuman Resources as a Core CompetencyHuman Resources as a Core CompetencyHuman Resources as a Core Competency • Strategic Human Resources Management The use of employees to gain or keep a competitive advantage, resulting in greater organizational effectiveness. • Core Competencies The unique capabilities of employees in an organization that create high value and that differentiate the organization from its competition The source of an organization’s sustainable competitive advantage.
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Thomson Business & Professional 2–4 Strategic HR Management ProcessStrategic HR Management ProcessStrategic HR Management ProcessStrategic HR Management Process Figure 2–1
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Thomson Business & Professional 2–5 Linkage of Organizational and HRLinkage of Organizational and HR StrategiesStrategies Linkage of Organizational and HRLinkage of Organizational and HR StrategiesStrategies• Cost Leadership Competition on the basis of low price and high quality of product or service Relies on “building” employees to fit specialized needs Requires a longer HR planning horizon approach • Differentiation Competition on the basis of either offering distinctively different products or services or establishing an exclusive image for quality products and services Relies on hiring needed skills. Needs a shorter planning time frame in order to be responsive to dynamic environments
6.
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Thomson Business & Professional 2–6 Globalization of Business and HRGlobalization of Business and HRGlobalization of Business and HRGlobalization of Business and HR GlobalGlobal CommunicationsCommunications GlobalGlobal CommunicationsCommunications Global PopulationGlobal Population ChangesChanges Global PopulationGlobal Population ChangesChanges Global EconomicGlobal Economic InterdependenceInterdependence Global EconomicGlobal Economic InterdependenceInterdependence Regional AlliancesRegional Alliances NAFTA, EUNAFTA, EU Regional AlliancesRegional Alliances NAFTA, EUNAFTA, EU GlobalizationGlobalization ForcesForces GlobalizationGlobalization ForcesForces
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Thomson Business & Professional 2–7 Types of Global OrganizationsTypes of Global OrganizationsTypes of Global OrganizationsTypes of Global Organizations • Importing and Exporting Buying and selling goods and services with organizations in other countries • Multinational Enterprise (MNE) An organization with operating units located in foreign countries. • Global Organization An organization having corporate units in a number of countries that are integrated to operate worldwide.
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Thomson Business & Professional 2–8 Transition to Global OrganizationsTransition to Global OrganizationsTransition to Global OrganizationsTransition to Global Organizations
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Thomson Business & Professional 2–9 Transition to Global OrganizationsTransition to Global OrganizationsTransition to Global OrganizationsTransition to Global Organizations
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Thomson Business & Professional 2–10 Global EmploymentGlobal EmploymentGlobal EmploymentGlobal Employment Global EmployeeGlobal Employee Relations IssuesRelations Issues Global EmployeeGlobal Employee Relations IssuesRelations Issues Global Labor-Global Labor- ManagementManagement RelationsRelations Global Labor-Global Labor- ManagementManagement RelationsRelations Global Health,Global Health, Safety, andSafety, and SecuritySecurity Global Health,Global Health, Safety, andSafety, and SecuritySecurity DiscriminationDiscrimination RegulationsRegulations GloballyGlobally DiscriminationDiscrimination RegulationsRegulations GloballyGlobally
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Thomson Business & Professional 2–11 Factors Affecting Global HR ManagementFactors Affecting Global HR ManagementFactors Affecting Global HR ManagementFactors Affecting Global HR Management PoliticalPoliticalPoliticalPolitical EconomicEconomicEconomicEconomic CulturalCulturalCulturalCulturalLegalLegalLegalLegal
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Thomson Business & Professional 2–12 Global Cultural FactorsGlobal Cultural FactorsGlobal Cultural FactorsGlobal Cultural Factors • Culture Societal forces affecting the values, beliefs, and actions of a distinct group of people. • Geert Hofstede’s Culture Dimensions Power Distance: the inequality among the people of a nation. Individualism: the extent to which people prefer to act as individuals instead of members of groups. Masculinity/Femininity: the degree to which “masculine” values prevail over “feminine” values. Uncertainty Avoidance: the preference of people in a country for structured rather than unstructured situations. Long-Term Orientation: the preference for long-term values emphasizing the future as opposed to short-term values focusing on the present.
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Thomson Business & Professional 2–13 HourlyHourly Compensation CostsCompensation Costs for Manufacturingfor Manufacturing Production WorkersProduction Workers HourlyHourly Compensation CostsCompensation Costs for Manufacturingfor Manufacturing Production WorkersProduction Workers Figure 2–2 Hourly Costs (in U.S. Dollars) Source: U.S. Bureau of Labor Statistics, www.bls.gov; and www.uschinabiz.com, 2004.
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Thomson Business & Professional 2–14 Global Economic FactorsGlobal Economic FactorsGlobal Economic FactorsGlobal Economic Factors • Sources of Economic Factors Differences in economic, political, legal, and cultural systems • Global Economic Interdependence Regional trade and political alliances NAFTA, EU, WTO • Global Productivity and Strategic HR Management Issue: How to increase organizational effectiveness and performance (productivity) in the face of global influences and foreign competition.
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Thomson Business & Professional 2–15 Organizational Effectiveness andOrganizational Effectiveness and Strategic HR ManagementStrategic HR Management Organizational Effectiveness andOrganizational Effectiveness and Strategic HR ManagementStrategic HR Management • Effectiveness The extent to which goals have been met. • Efficiency The degree to which operations are done in an economical manner. • Dimensions of Organizational Effectiveness Organizational productivity Financial contributions Service and quality Organizational culture
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Thomson Business & Professional 2–16 Organizational Productivity and HR EffortsOrganizational Productivity and HR EffortsOrganizational Productivity and HR EffortsOrganizational Productivity and HR Efforts • Productivity A measure of the quantity and quality of work done, considering the cost of the resources used. A ratio of the inputs and outputs that indicates the value added by an organization. Unit labor cost: computed by dividing the average cost of workers by their average levels of output. • Improving Organizational Productivity Organizational restructuring Re-designing work Aligning HR Activities Outsourcing analyses and assistance
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Thomson Business & Professional 2–17 Approaches to Improving Organizational ProductivityApproaches to Improving Organizational ProductivityApproaches to Improving Organizational ProductivityApproaches to Improving Organizational Productivity Figure 2–3
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Thomson Business & Professional 2–18 Organizational Effectiveness and FinancialOrganizational Effectiveness and Financial Contributions of HRContributions of HR Organizational Effectiveness and FinancialOrganizational Effectiveness and Financial Contributions of HRContributions of HR • Return on Investment (ROI) Difficult to determine returns for HR contributions which affect many facets of the business Former view of HR as a “cost center”
19.
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Thomson Business & Professional 2–19 Customer Service and Quality ProductsCustomer Service and Quality Products Linked to HR StrategiesLinked to HR Strategies Customer Service and Quality ProductsCustomer Service and Quality Products Linked to HR StrategiesLinked to HR Strategies • High quality products and services are the results of HR-enhancements to organizational performance. Staffing Customer service
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Thomson Business & Professional 2–20 Organizational Culture andOrganizational Culture and Organizational EffectivenessOrganizational Effectiveness Organizational Culture andOrganizational Culture and Organizational EffectivenessOrganizational Effectiveness • Organizational Culture The shared values and beliefs in an organization Strategy and culture must be compatible and aligned for the organization to be effective. Culture affects recruitment and retention of employees. Culture can enhance or constrain organizational performance. Culture is the “climate” of an organization.
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Thomson Business & Professional 2–21 Human Resource PlanningHuman Resource PlanningHuman Resource PlanningHuman Resource Planning • Human Resource (HR) Planning The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. • HR Planning Responsibilities Top HR executive and subordinates gather information from other managers to use in the development of HR projections for top management to use in strategic planning and setting organizational goals
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Thomson Business & Professional 2–22 Purpose of HR PlanningPurpose of HR PlanningPurpose of HR PlanningPurpose of HR Planning Figure 2–4
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Thomson Business & Professional 2–23 Typical Division of HR Responsibilities:Typical Division of HR Responsibilities: HR PlanningHR Planning Typical Division of HR Responsibilities:Typical Division of HR Responsibilities: HR PlanningHR Planning Figure 2–5
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Thomson Business & Professional 2–24 HR Planning ProcessHR Planning ProcessHR Planning ProcessHR Planning Process Figure 2–6
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Thomson Business & Professional 2–25 Human Resource Planning (cont’d)Human Resource Planning (cont’d)Human Resource Planning (cont’d)Human Resource Planning (cont’d) • Small Business and HR Planning Issues Attracting and retaining qualified outsiders Management succession between generations of owners Evolution of HR activities as business grows Family relationships and HR policies
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Thomson Business & Professional 2–26 HR Planning ProcessHR Planning ProcessHR Planning ProcessHR Planning Process • HR Strategies The means used to anticipate and manage the supply of and demand for human resources. Provide overall direction for the way in which HR activities will be developed and managed. OverallOverall Strategic PlanStrategic Plan Human ResourcesHuman Resources Strategic PlanStrategic Plan HR ActivitiesHR Activities
27.
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Thomson Business & Professional 2–27 Benefits of HR PlanningBenefits of HR PlanningBenefits of HR PlanningBenefits of HR Planning • Better view of the HR dimensions of business decisions • Lower HR costs through better HR management. • More timely recruitment for anticipate HR needs • More inclusion of protected groups through planned increases in workforce diversity. • Better development of managerial talent
28.
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Thomson Business & Professional 2–28 Scanning the External EnvironmentScanning the External EnvironmentScanning the External EnvironmentScanning the External Environment • Environmental Scanning The process of studying the environment of the organization to pinpoint opportunities and threats. • Environmental Changes Impacting HR Governmental Influences Economic conditions Geographic and competitive concerns Workforce composition
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Thomson Business & Professional 2–29 Assessing the Internal WorkforceAssessing the Internal WorkforceAssessing the Internal WorkforceAssessing the Internal Workforce • Jobs and Skills Audit What jobs exist now? How many individuals are performing each job? What are the reporting relationships of jobs? How essential is each job? What jobs will be needed to implement future organizational strategies? What are the characteristics of anticipated jobs?
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Thomson Business & Professional 2–30 Assessing the Internal Workforce (cont’d)Assessing the Internal Workforce (cont’d)Assessing the Internal Workforce (cont’d)Assessing the Internal Workforce (cont’d) • Organizational Capabilities Inventory HRIS databases—sources of information about employees’ knowledge, skills, and abilities (KSAs) Components of an organizational capabilities inventory Individual employee demographics Individual employee career progression Individual job performance data
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Thomson Business & Professional 2–31 Forecasting HR Supply and DemandForecasting HR Supply and DemandForecasting HR Supply and DemandForecasting HR Supply and Demand • Forecasting The use of information from the past and present to identify expected future conditions. • Forecasting Methods Judgmental Estimates—asking managers’ opinions, top-down or bottom-up Rules of thumb—using general guidelines Delphi technique—asking a group of experts Nominal groups—reaching a group consensus in open discussion
32.
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Thomson Business & Professional 2–32 HR ForecastingHR ForecastingHR ForecastingHR Forecasting Figure 2–7
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Thomson Business & Professional 2–33 Forecasting HR Supply and DemandForecasting HR Supply and Demand (cont’d)(cont’d) Forecasting HR Supply and DemandForecasting HR Supply and Demand (cont’d)(cont’d) • Forecasting Methods (cont’d) Mathematical Statistical regression analysis Simulation models Productivity ratios—units produced per employee Staffing ratios—estimates of indirect labor needs • Forecasting Periods Short-term—less than one year Intermediate—up to five years Long-range—more than five years
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Thomson Business & Professional 2–34 Forecasting HR Supply and DemandForecasting HR Supply and Demand (cont’d)(cont’d) Forecasting HR Supply and DemandForecasting HR Supply and Demand (cont’d)(cont’d) • Forecasting the Demand for Human Resources Organization-wide estimate for total demand Unit breakdown for specific skill needs by number and type of employee Develop decision rules (“fill rates”) for positions to be filled internally and externally. Develop additional decision rules for positions impacted by the chain effects of internal promotions and transfers. • Forecasting the Supply for Human Resources External Supply Internal Supply
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Thomson Business & Professional 2–35 Forecasting HR Supply (cont’d)Forecasting HR Supply (cont’d)Forecasting HR Supply (cont’d)Forecasting HR Supply (cont’d) • Forecasting External HR Supply Factors affecting external Net migration for an area Individuals entering and leaving the workforce Individuals graduating from schools and colleges Changing workforce composition and patterns Economic forecasts Technological developments and shifts Actions of competing employers Government regulations and pressures Other circumstances affecting the workforce
36.
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Thomson Business & Professional 2–36 Forecasting HR SupplyForecasting HR SupplyForecasting HR SupplyForecasting HR Supply • Forecasting Internal HR Supply Effects of promotions, lateral moves, and terminations • Succession analysis Replacement charts Succession planning The process of identifying a longer-term plan for the orderly replacement of key employees. Source: U.S. Office of Personnel Management, www.opm.gov.
37.
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Thomson Business & Professional 2–37 Estimating Internal Labor Supply for a Given UnitEstimating Internal Labor Supply for a Given UnitEstimating Internal Labor Supply for a Given UnitEstimating Internal Labor Supply for a Given Unit Figure 2–8
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Thomson Business & Professional 2–38 Developing and Using a Strategic HR PlanDeveloping and Using a Strategic HR PlanDeveloping and Using a Strategic HR PlanDeveloping and Using a Strategic HR Plan • Issues in Matching the Supply of Labor with the Demand for Labor Succession Planning Managing a Human Resources Surplus Outplacement Services HR Planning in Mergers and Acquisitions
39.
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Thomson Business & Professional 2–39 Managing a Human Resources SurplusManaging a Human Resources SurplusManaging a Human Resources SurplusManaging a Human Resources Surplus • Workforce Reductions and the Worker Adjustment and Retraining Notification (WARN Act) Sets out employer requirements for advance notice of a layoff or facility closing. 60-day notice to employees and the local community before a layoff or facility closing involving more than 50 people. Does not cover part-time or seasonal workers. Imposes fines for not following notification procedure. Has hardship clauses for unanticipated closures or lack of business continuance capabilities.
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Thomson Business & Professional 2–40 Managing a Human Resources SurplusManaging a Human Resources Surplus (cont’d)(cont’d) Managing a Human Resources SurplusManaging a Human Resources Surplus (cont’d)(cont’d) • Workforce Realignment “Downsizing”, “Rightsizing”, and “Reduction in Force” (RIF) all mean reducing the number of employees in an organization. Causes Economic—weak product demand, loss of market share to competitors Structural—technological change, mergers and acquisitions
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Thomson Business & Professional 2–41 Managing a Human Resource SurplusManaging a Human Resource Surplus (cont’d)(cont’d) Managing a Human Resource SurplusManaging a Human Resource Surplus (cont’d)(cont’d) • Workforce Realignment (cont’d) Positive consequences Increase competitiveness Increased productivity Negative consequences Cannibalization of HR resources Loss of specialized skills and experience Loss of growth and innovation skills Managing survivors Provide explanations for actions and the future Involve survivors in transition/regrouping activities
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Thomson Business & Professional 2–42 Managing a Human Resource SurplusManaging a Human Resource Surplus (cont’d)(cont’d) Managing a Human Resource SurplusManaging a Human Resource Surplus (cont’d)(cont’d) • Downsizing Approaches Attrition and hiring freezes Not replacing departing employees and not hiring new employees Voluntary Separation Programs Early retirement buyouts offer incentives to encourage senior employees to leave the organization early. Layoffs Employees are placed on unpaid leave until called back to work when business conditions improve. Employees are selected for layoff on the basis of their seniority or performance or a combination of both.
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Thomson Business & Professional 2–43 Managing a Human Resource SurplusManaging a Human Resource Surplus (cont’d)(cont’d) Managing a Human Resource SurplusManaging a Human Resource Surplus (cont’d)(cont’d) • Downsizing Approaches (cont’d) Outplacement services provided to displaced employees to give them support and assistance: Personal career counseling Resume preparation and typing services Interviewing workshops Referral assistance Severance payments Continuance of medical benefits Job retraining
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Thomson Business & Professional 2–44 Making Downsizing More EffectiveMaking Downsizing More EffectiveMaking Downsizing More EffectiveMaking Downsizing More Effective Figure 2–9
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Thomson Business & Professional 2–45 HR Planning in Mergers and AcquisitionsHR Planning in Mergers and AcquisitionsHR Planning in Mergers and AcquisitionsHR Planning in Mergers and Acquisitions • Cultural Compatibility The extent to which such factors as decision-making styles, levels of teamwork, information-sharing philosophies, and the formality of the two organizations are similar. • HR’s Role in Mergers and Acquisitions Communicating decisions Revising the organization structure Merging HR activities
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Thomson Business & Professional 2–46 Measuring HR EffectivenessMeasuring HR Effectiveness Using HR MetricsUsing HR Metrics Measuring HR EffectivenessMeasuring HR Effectiveness Using HR MetricsUsing HR Metrics • HR Metrics Specific measures tied to HR performance indicators. Development and use of metrics that can better demonstrate HR’s value and track its performance. Characteristics of good HR metrics: Accurate data can be collected. Measures are linked to strategic and operational objectives. Calculations can be clearly understood. Measures provide information expected by executives. Results can be compared both externally and internally. Measurement data drives HR management efforts.
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Thomson Business & Professional 2–47 Examples of Strategic and OperationalExamples of Strategic and Operational HR MetricsHR Metrics Examples of Strategic and OperationalExamples of Strategic and Operational HR MetricsHR Metrics Figure 2–10
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Thomson Business & Professional 2–48 Measures of Strategic HR EffectivenessMeasures of Strategic HR Effectiveness • Return on Investment (ROI) Calculation showing the value of expenditures for HR activities. A = Operating costs for a new or enhance system for the time periodA = Operating costs for a new or enhance system for the time period B = One-time cost of acquisition and implementationB = One-time cost of acquisition and implementation C = Value of gains from productivity improvements for the time periodC = Value of gains from productivity improvements for the time period BA C + =ROI
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Thomson Business & Professional 2–49 Measures of Strategic HR Effectiveness (cont’d) Measures of Strategic HR Effectiveness (cont’d) • Economic Value Added (EVA) A firm’s net operating profit after the cost of capital (required return) is deducted. Cost of capital is the benchmark for returns for all HR activities. • HR and the Balanced Scorecard Financial Internal business processes Customer Learning and growth
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Thomson Business & Professional 2–50 HR Measurement and BenchmarkingHR Measurement and BenchmarkingHR Measurement and BenchmarkingHR Measurement and Benchmarking • Benchmarking Comparing specific measures of performance against data on those measures in other “best practice” organizations • Common Benchmarks Total compensation as a percentage of net income before taxes Percent of management positions filled internally Dollar sales per employee Benefits as a percentage of payroll cost
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Thomson Business & Professional 2–51 Costs per Employee of the HR FunctionCosts per Employee of the HR FunctionCosts per Employee of the HR FunctionCosts per Employee of the HR Function Figure 2–11 Source: Adapted from HR Department Benchmarks and Analysis (Washington, DC: Bureau of National Affairs, 131, 140. 2004) To purchase this publication and find out more about other BNA HR solutions visit http://hrcenter.bna.com or call 800-372-1033. Used with permission.
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Thomson Business & Professional 2–52 Assessing HR EffectivenessAssessing HR EffectivenessAssessing HR EffectivenessAssessing HR Effectiveness • HR Audit A formal research effort that evaluates the current state of HR management in an organization Audit areas: Legal compliance (e.g., EEO, OSHA, ERISA, and FMLA) Current job specifications and descriptions Valid recruiting and selection process Formal wage and salary system Benefits Employee handbook Absenteeism and turnover control Grievance resolution process Orientation program Training and development Performance management system
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