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1. Lecture 10
Strategic HRM

2. 7. Continuous Improvement
Strategies

3. Strategies
• Incremental Innovation
• Build Culture
• Open environment
• Rewards for ideas

4. 8. Customer Service Strategy

5. • A customer service strategy indicates what the
organization intends to do about customer
service in the future and how it proposes to
do it.

6. • Extensive Market research
• Proactive approach
• Focus on perceptions
• After-sale services
• Respond as quickly as possible
• Fix your mistakes

7. Individual Assignment
• General Motors Case discussion
• Case Analysis
• Deadline: 26th April, 2016

8. • Resourcing strategy ensures that the
organization obtains and retains the people it
needs and employs them efficiently.
• It is concerned not only with obtaining and
keeping the number and quality of staff
required but also with selecting and
promoting people who ‘fit’ the culture and
the strategic requirements of the organization.

9. The Objective of Resourcing
Strategy

10. • To obtain the right basic material in the form
of a workforce.
• Selection and recruitment of workers best
suited to meeting the needs of the
organization.
• To ensure that a firm achieves competitive
advantage by employing more capable people
than its rivals.

11. The concept that the strategic
capability of a firm depends on its
resource capability in the shape of
people (resource-based strategy)
provides the rationale for resourcing
strategy.

12. Focus more on ‘the attitudinal and
behavioral characteristics of
employees’.

13. • Focus on thinking about the skills and
behaviors required in the future to achieve
sustainable growth and cultural change.
• Avoid Status Quo

14. Integrating Business and
Resourcing Strategies

15. • Resourcing strategies exist to provide the
people and skills required to support the
business strategy, but they should also
contribute to the formulation of that strategy.

16. 1. Number of people required.
2. Skills and behaviors required.
3. Impact of organizational restructuring on
employees.
4. Role of beliefs, attitude and personal
characteristics of employees.

17. The Components of Employee
Resourcing Strategy

18. 1. Human resource planning
2. Resourcing plans
3. Retention strategy
4. Flexibility strategy
5. Talent management strategy

19. 1. Human Resource Planning

20. • It is generally concerned with matching
resources to business needs in the longer
term.
• It addresses human resource needs both in
quantitative and in qualitative terms.

21. • This means answering two basic questions:
1) How many people?
2) What sort of people?

22. Main activities
1. Identifying and acquiring the right number of
people with the proper skills.
2. How to Motivate them to achieve high
performance.
3. How to Create interactive links between
business objectives and people-planning
activities.

23. 2. Resourcing Plans

24. • What steps need to be taken to appoint
people from within the organization and what
learning and development programmes
should be planned.
• Internal and External Resourcing.

25. Internal Resourcing

26. External Resourcing

27. Social Recruiting

28. Which resourcing strategy is
more effective?

29. 3. Retention Strategy

30. • Retention strategies aim to ensure that key
people stay with the organization and that
wasteful and expensive level of employee
turnover are reduced.
• They will be based on an analysis of why
people stay and why they leave.

31. • Exit Interviews.
• The retention plan should address each of the
areas in which lack of commitment and
dissatisfaction can arise.

32. 1. Pay
2. Job design
3. Performance
4. Learning
5. Career development
6. Commitment
7. Lack of group cohesion