STRATEGIC HUMAN RESOURCE MANAGEMENT
respond effectively to employees and that employees themselves have the skills to overcome challenges. Over time, many firms hop ...
for, change. The emerging responsibility for transformation currently rests with external consultants, with many firms delegatin ...
late 1970s as part of a plan for employee investment in the firm. When union members challenged Fraiser's new "management" commi ...
Businesses must balance the benefits of free agency and control. A business needs to encourage free agency and autonomy in makin ...
2.3 Strategic Management Over the past decade, HR researchers and practitioners have focused their attention on other important ...
Figure 2.5: The three traditional poles of a strategic plan Senior Management Environment Resource Source: Adapted from Aktouf ( ...
Figure 2.6: The strategic management model Step 1 Mission and goals Management philosophy Values Step 2 Environmental analysis I ...
Environmental analysis looks at the internal organizational strengths and weaknesses and the external environment for opportunit ...
Influential management consultants and academics (for example Champy, 1996; Kotter, 1996)^21 emphasize that leadership is the mo ...
establishing investment priorities and steering corporate resources into the most attractive business units initiating actio ...
to establish and exploit a competitive advantage within a particular compet- itive scope (Figure 2. 7 ) Figure 2. 7 : Porter’s c ...
Functional-level strategy Functional-level strategy pertains to the major functional operations within the business unit, includ ...
1982)^25 , affirming the importance of the effective management of people as a source of competitive advantage, that encouraged ...
pattern of HR-related decisions that have been applied in the workplace. Thus, 'espoused HR strategy is the road map and emergen ...
Figure 2. 8 Environment as a mediating variable for human resource management strategies Human Resource Strategy Environmental i ...
In a major study of HRM in multidivisional companies, Purcell and Ahlstrand (1994) argue that what actually determines HR strate ...
The matching model Early interest in the 'matching' model was evident in Devanna et al.'s (1984)^33 work: 'HR systems and organi ...
two strategies and how each strategy provides goals and constraints for the other. There must be a 'fit between competitive stra ...
realities found in work organizations. The same is true of HR typologies - they are abstractions that do not necessarily exist i ...
an insightful review, Thompson and McHugh (2002, p. 1(4)^36 comment that, 'control is not an end in itself, but a means to trans ...
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