国际商务管理概论与结算英文版课件修订版朱文忠 9787 81134 803 325.pptVIP

By Zhu Wenzhong LEARNING GOALS Define strategic HRM. Explain the difference between the soft and hard side of HRM Explain the implications of a strategic approach to HRM State the advantages and disadvantages of strategic HRM State the definition of a flexible workforce and suggest its advantages. Definition of strategic HRM Strategic HRM can be regarded as a general approach to the strategic management of human resources in accordance with the intentions of the organization on the future direction it wants to take. It is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need. Strategic HRM refers to the management of human resources as an important asset which has strategic value and role for the business. Strategic HRM should not only focus on both the soft side of HRM and the hard side of HRM, but especially the hard side. Soft side and hard side of HRM Soft side: Motivation Culture building Support for employees Employee and individual relations Hard side: Analyzing current needs for employees Predicating future demand Predicating future supply Predicating labor turnover Soft side and hard side of HRM Mainly concerned with the way in which people are managed, such as how to motivate workers, how to develop an organizational culture, how to support or train employees etc. Soft side and hard side of HRM Concerned about qualifying the number and types of employees that a business need,deciding whether they are available and planning how to get them through predicating the demand and supply of workforce for the future. The implications of strategic HRM The implications: Integration into overall corporate strategic planning Developing an organizational culture Motivating, training and support Coordination with other functions Developing a flexible workforce Advantages and disadvantages of Strategic HRM Advantages: Help gain a competitive edge Hel