Human Resource Role in Providing Competitive Advantage

1. Emergent Strategies – consist of strategies that evolve from the grassroots of the
organization and can be thought as what the organizations actually do. Most emergent
strategies are identified with the people in lower level of the management hierarchy.
2. Intended Strategies – are the results of thenrational decision-making by the top
management as they develop strategic plans. It is a pattern of plans that integrates an
organization’s major goals, policies and action sequences in a cohesive whole. The new
focus on strategic HRM role is directed primarily on intended strategies.

Human Resource Information System

- Is any organized approach to obtaining relevant and timely information on which to
base human resource decisions. An effective HRIS is crucial to sound human
resource decision-making. It is designed to provide information that is- SMART.

1. Systematic- Information must be systematically arranged and contain the needed

data.
2. Management-oriented- Is meant to serve decision makers. The and information
and essential tools for effective manpower planning, retention, development and
separation of employees.
3. Applicable- The data and information stored in file must be applicable in making
human resource decisions. Irrelevant data must be discarded. Information must be
updated from time to time to be relevant to the current manpower needs
requirements. A manager ust be able to rely on the accuracy of the information
provided.
4. Result-Oriented- The results of the information and the decisions derived there at
must be both acceptable to management and the employees’ concern . The end
results must contribute to greater company productivity and employees’
satisfaction.
5. Time bound- Relevant human resource imformation are necessary for effective
decision-making. The need for timely decisions are crucial to the effective
management of human resources.
An Effective HRIS also produces and forecasts several important reports related
to Business Operations:
1. Routine Reports- These are human resource data summarized on scheduled bases,
like current manpower status, regular employees, contractual employees,
supervisors and managerial employees on a regular payroll.
2. Exception Reports- This information may contain confidential data that are available
only for managerial decision-making and needs immediate attention. This may
pertain to violations of existing company rules and procedures, policies and
management programs.
3. On Demand Reports- Management may demand some reports for analysis. This may
pertain to productivity index, individual performance records, and other information
that may lead to downsizing, and other personnel actions.
4. Manpower Forecast- applies to predictive models based on specific situations. This
may cover increase or decrease in manpower requirements due to seasonal demand
or increase customer orders.