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19 Cards in this Set
- Front
- Back
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What does it take to achieve a sustained competitive advantage?
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A resource that is: valuable, unique, difficult to imitate
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Sources of Competitive Advantage:
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- Product/process technology
- Protected/regulated markets - Access to capital - Economies of scale |
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KSAOs
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Knowledge, skills, abilities and other characteristics
(important in performance appraisals) |
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Strategic human resource management
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the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals
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Components of Strategic HRM Framework
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Analysis and Design; HR Planning; Recruiting and Selection; Training and Development; Perfomance Management; Compensation and Rewards; Employee Relations
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Seven Practices of High Performing Firms
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Employment Security
Selective Hiring Self-Managed Teams & Decentralization of Decision Making Comparatively High Pay Based on Organizational Performance Extensive Training Reduced Status Distinctions & Barriers Across Levels Extensive Sharing of Financial & Performance Information Across the Organization |
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What are the types of alignment?
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Vertical and horizontal alignment
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What defines Vertical Alignment
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Exists when the HRM system fits with all other elements of the organizational environment—the culture, strategy, structure, etc.
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What defines Horizontal alignment
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Exists when all the HR policies & practices that comprise HRM system are consistent with each other so that they present a coherent message to employees concerning how employees should behave at work
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Administrative Linkage
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Lowest level of integration; HRM function's attention is focused on day-to-day activities. No input from the HRM function to the company's strategic plan is given
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One-Way Linkage
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The strategic business planning function develops the plan and then informs the HRM function of the plan. HRM then helps in the implementation
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Two-Way Linkage
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Allows for consideration of human resource issues during the strategy formulation process. The HRM function is expected to provide input to potential strategic choices and then help implement the chosen option
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Integrative Linkage
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based on continuing exchange between the HRM function and senior executives charged with firm strategy,
HR executive is a strategic partner in strategy development and execution |
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What alignments are needed for integration and consistency (anti-piecemeal)
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- alignment with external environment
- alignment with business strategy - alignment with other HR practices |
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alignment of HRM in learning organization requires
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- organizational enviornment for learning orgs
- managing HR to support continuous learning - needed behaviors (critical thinking, knowledge transfer) |
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bottom-line success depends on alignment between...
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– firm strategy
– HRM policies and practices – the internal and external environment |
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Things to remember about horizontal environment
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Human capital and how you manage it can be a source of competitive advantage. It needs to make sense in terms of how one practice relates to another and how it relates to the system as a whole
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Sample Core Competencies
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- Global View
- Integrity - Customer Service Orientation - Visioning - Leveraging Diversity |
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Realistic Job Preview
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Let people know what the job is all about before you hire them…likely to lose people if it’s a big let-down. There is a lot of evidence that it reduces the applicant pool and people who would accept the job slightly. You want to bring them onboard but you need it to be realistic. Helps to prevent misalignment or misjudgement
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