A Strategic Management Approach to Human Resource Management.pptVIP免费

McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-1McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-2AStrategicManagementAStrategicManagementApproachtoHumanApproachtoHumanResourceManagementResourceManagementAStrategicManagementAStrategicManagementApproachtoHumanApproachtoHumanResourceManagementResourceManagementchapterchapter2McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-3ADiagnosticHRMFrameworkADiagnosticHRMFrameworkCanhelpoperatingmanagersfocusonasetofrelevantfactorsOffersamapthataidsapersoninseeingthewholepictureorpartsofthepictureMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-4DiagnosticModelforHumanResourceDiagnosticModelforHumanResourceManagementManagementDiagnosePrescribeImplementEvaluateDiagnosePrescribeImplementEvaluateHumanResourceProcessesHumanResourceProcessesFocusofeachprocessisonpeopleandresultsFocusofeachprocessisonpeopleandresultsAcquiringHumanResourcesRewardingHumanResourcesDevelopingHumanResourcesMaintainingandProtectingHumanResourcesExternalExternalEnvironmentalEnvironmentalInfluencesInfluencesInternalInternalEnvironmentalEnvironmentalInfluencesInfluencesSociallyresponsibleandethicalpracticesSociallyresponsibleandethicalpracticesCompetitive,highqualityproductsCompetitive,highqualityproductsCompetitive,highqualityservicesCompetitive,highqualityservicesDesirableEndResultsMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-51.Diagnosis2.Prescription4.Evaluation3.ImplementationHowtoTakeaDiagnosticApproachtoHowtoTakeaDiagnosticApproachtoHRMHRMMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-6ExternalEnvironmentalInfluencesExternalEnvironmentalInfluencesGovernmentrequirementsregulationslawsTheUnionEconomicConditionsdomesticInternationalCompetitivenessWorkSectoroftheOrganizationprivatesectorpublicsectorthirdsectorCompositionandDiversityoftheLaborForceGeographicLocationoftheOrganizationMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-7HRMActivitiesThatCanEnhanceandHRMActivitiesThatCanEnhanceandSustainCompetitiveAdvantageSustainCompetitiveAdvantage(1of2)(1of2)1.Employmentsecurity2.Selectivityinrecruiting3.Highwages4.Incentivepay5.Employeeownership6.Informationsharing7.Participationandempowerment8.Teamsandjobredesign9.Trainingasskilldevelopment10.Cross-utilizationandcrosstraining11.SymbolicegalitarianismMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-8HRMActivitiesThatCanEnhanceandHRMActivitiesThatCanEnhanceandSustainCompetitiveAdvantageSustainCompetitiveAdvantage(2of2)(2of2)12.Wagecompression13.Promotionfromwithin14.Long-termperspective15.Measurementofpractices16.OverarchingphilosophyMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-9CivilianLaborForcebySex,Age,Race,andCivilianLaborForcebySex,Age,Race,andHispanicOrigin,2000andProjectedto2010HispanicOrigin,2000andProjectedto2010(inthousands)LevelLevelChangePercentChangeGROUP200020102000-20102000-2010Total(16years&older)140,863157,72116,85812.0Men75,24782,2216,9749.3Women65,61675,5009,88415.2White117,574128,04310,4708.9Black16,60320,0413,43820.7Asian6,6879,636294944.1Hispanic15,36820,9475,57936.3McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.2-10InternalEnvironm...