Self-assessment exercise for chapter 2: Strategic Human Resource Management

Think of a company you have worked for, or find an annual report for a company you are interested in working for. (Many companies post their annual reports on their website.) Then answer the following questions.

Questions 1. how has the company been affected by the trends discussed in this chapter? 2. Does the company use the HR practices recommended in this chapter? 3. what else should the company do to deal with the challenges posed by the trends discussed in this chapter?

Note: above photos show the trends discussed in the chapter 2: Strategic human resource management.

UMMARY trategic approach to human resource management seeks to proactively provide a competitive advantage through the company's most portant asset: its human resources. Although human resources are the most important asset, they are also usually the single largest ntrollable cost within the firm's business model. The HRM function needs to be integrally involved in the formulation of strategy to entify the people-related business issues the company faces. Once the strategy has been determined, HRM has a profound impact on the plementation of the plan by developing and aligning HRM practices that ensure that the company has motivated employees with the ecessary skills. Finally, the emerging strategic role of the HRM function requires that HR professionals in the future develop business, rofessional-technical, change management, and integration competencies. As you will see more clearly in later chapters, this strategic pproach requires more than simply developing a valid selection procedure or state-of-the-art performance management systems. Only hrough these competencies can the HR professional take a strategic approach to human resource management. Strategic Human Resource Management Introduction What is a Business Model? Ons AttenSUN What is Saeco Mater Components of the Strategic Management Process Linkage Between a Management Pro Role of HRM in Strategy Formulation Strategy Formulation Strategy Implementation Organizational Culture Talent HRM Practices Strategic Types HRM Needs in Strategic Types Directional Strategies Strategy Evaluation and Control The Role of Human Resources in Providi Strategic Competitive Advantage Emergent Strategies Enhancing in Camina himing