STRATEGIC HUMAN RESOURCE MANAGEMENT

the time from the conception to the execution of a strategy is shortened.
Second, the business can better meet customer demands because its
customer service strategies have been translated into specific policies and
practices. Third, the business can achieve financial performance through its
more effective execution of strategy.

Table 2.1 Definition of HR Roles

Role/Cell Deliverable/Outcome Metaphor Activity

Management of
Strategic Human
Resources

Executing strategy Strategic Partner Aligning"Organizational diagnosis"^ HR and business strategy:

Management of
Firm Infrastructure

Building an

efficient

infrastructure

Administrative-

Expert

Reengineering Organization

Processes: "Shared services"

Management of
Employee
Contribution

Increasing

employee

commitment and

capability

Employee

Champion

Listening and responding to

Employees: "Providing resources to

employees

Management of
Transformation
and Chang

Creating a renewed

organization Change Agent^

Managing transformation and

change: "Ensuring capacity or change

Source: ibid page 25

The deliverable from the management of strategic human resources is
strategy execution. HR practices help accomplish business objectives. There
are many examples. As Sears worked to reduce costs, HR managers
implemented compensation, job rotation, and downsizing practices that
reduced labor cost per store. As Whirlpool sought to gain more global market
share in appliances, HR strategies modified hiring practices and career paths
to ensure multinational competence. When Colgate-Palmolive wanted to in-
crease its global revenue, the compensation system was changed to reward
sales growth. When Motorola wanted to gain access to Russian markets, it