HR Introduction,

Strategy,
Philosophy
 I. History

1. Societal Demands

2. Organized Labor

3. Education Levels
4. Size and Complexity of Organizations
5. Changing Social Values
6. Changing Technology
7. Changing Government
Regulations
8. Changing Economic Conditions
9. Changing Management Thought
 II. Function of HR

1. Organizational Effectiveness=f(C+RM+L)

2. CFOs “increasingly recognizing human capital as

a business asset: one that must be MEASURED
and managed as much as other assets.”

- DATAR quote……
3. What are some of the
goals/outcomes you are striving for
in HR (not programs)?

- Attract qualified people

- Productivity - Fit
- Attendance - Turnover
- Retention - Succession
- Satisfaction - Well Being
4. How do we achieve these outcomes?

- By getting a good match between the

individual/employee (Abilities and
Motivation) and the organization/job
(Requirements and Rewards).

- HR activities->Match->Company/HR
Objectives->Organizational
Effectiveness
 III. Strategic HR

1. Gain Competitive Advantage Through

Human Capital!

2. Use SWOT – e.g. S=comp program W=

weak skills O= outsource T = tight labor
market

3. “Competitive Advantage Through

People” by Jeffrey Pfeffer. 16
characteristics of successful companies:
1. Employment Security
2. Selective Recruiting
3. High Wages
4. Incentive Pay
5. Employee Ownership
6. Information Sharing
7. Participation and Empowerment
8. Teams and Job Redesign
9. Training and Development
10. Cross utilization/Cross training
11. Symbolic Egalitarianism
12. Wage Compression
13. Promotion from Within
14. Long Term Perspective
15. Measurement of the Practices
(what gets measured gets done)
16. Overarching Philosophy (need to
know where you’re going)
4. Recent survey of 200 HR and Board folks:
4/5 company strategic priorities relate to
workforce
- attract and retain skilled staff
- improve workforce performance
- change leadership and mgt. behaviors
- change org culture and emp attitudes
 IV. HR Philosophy

1. Remember Theory X and Y?

- not all practice theory y
- challenge your assumptions
2. Top Mgt Philosophy and Commitment & Your Assumptions HR
Philosophy  Translated into action by HR Practice  Committed
Employees  Competitive Advantage

3. Know what you want so you can talk the talk and
then walk the walk. What if you don’t walk?
4. Chief Norm Stamper
HR Strategy/Phil  Culture 
Behavior
LA Militaristic  Controlling/Pecking
Order Public at Bottom
Seattle Participation  Empowerment
 Hiring etc.
5. THERE’S A CRITICAL LINK BETWEEN
YOUR PHILOSOPHY (OR TOP MGMT’S
PHILOSOPHY) AND HOW IT
TRANSLATES INTO AN HR
PHILOSOPHY AND THEN INTO HR
PRACTICE
V. What are some major
issues confronting HR now
and in future?
1. globalization
2. diversity
3. changing skill requirements
4. retrenchment
5. outsourcing
6. nature of work
7. focus on human capital etc.