5 August 2014
Strategic Human Resource Management
Concretely speaking, three broad sets of issues are focused on in the course: articulating the strategic HRM context that helps identify issues in building people-first culture, discussing emerging HR focus areas that help promote sustainable competitive advantage, and aligning the selected HR interventions with business strategy; all these help shape the desired HR architecture. Specifically, the course will focus on discussing and analyzing the following areas of strategic HRM:
1) Building a framework of high performance work system (HPWS) in view of SHRM literature & chaotic competition; 2) HR strategy models and using soft & hard strategic HR interventions; 3) Building employee recruitment, selection & talent acquisition strategies; 4) Leading change & flexibility through appropriate HR & IR strategies, including trade union substitution policies; 5) Building engagement through employee involvement, diversity & nurturing organizational culture that puts primacy on employee-first values; 6) Dynamics of building a learning organization & managing knowledge; 7) Strategic HR issues in managing local and global businesses; 8) Human capital investment and aligning HR interventions with business strategy.
Debi Saini, Management Development Institute, Delhi
Research reveals that lack of people management skills is one of the key reasons of managerial failures in the present chaotic business world. A large number of general management books published after the best-selling one, In Search of Excellence by Tom Peters and Bob Waterman (1982) testifies this fact. Most companies do claim that their people are their greatest asset. In actuality, however, some only (e.g., Google, IBM, Southwest Airlines, Carlsberg, and British American Tobacco), genuinely practice this mantra through creation of people-centric ambiance. Companies that truly value their human resource (HR) are able to build employer brand, hire & retain competent employees, and promote employee engagement. Eventually, this approach helps produce the requisite people behaviors, attitudes, and mental models that are necessitated by high performance work systems (HPWS) and company’s business strategy. In this context, I have designed this course that aims to analyze strategic HR models; new HR themes and interventions; as also related measures, targets and plans of action. The course also helps explain why some companies almost always adopt just hard, cost-reduction, and instrumentalist people policies; and in the process remain only short-termist in their approach. It underscores that even several low-cost strategy companies have been following soft HR interventions for sustainable competitive advantage.
EUR 0: Students on a bilateral exchange programme do not have to pay. Freemovers are obliged to pay participation fees while tuition fees only apply to freemovers from countries outside the EU/EEA/Switzerland.