人力资源管理英文论文(3)

Manage the messages.

Define and implement an effective HR service delivery strategy.

Develop a workable change management plan.

Design and implement the tight staffing model.

Aligning total rewards.

Shaws Example Shaws Supermarkets acquired Star Markets several years ago. At the time, Shaws had 126 stores and Star had 54. The two firms' human resource management teams played an important role in this successful acquisition. For example, they worked to: develop preliminary organizational designs, identify the members of the top three levels of management, assess critical managers and employees, create retention policies for key people, plan for and execute the separation of redundant staff, develop a total rewards strategy for the combined company, and integrate payroll benefits and human resource information systems.

Strategic Human Resource Management Tools

Managers use several tools to help them translate the company's broad strategic foals into specific human resource management policies and activities. Three important tools include the strategy map, the HR Scorecard, and the digital dashboard.

The strategy map shows the "big picture"of how each department's performance contributes to achieving the company's overall strategic goal. It helps the manager understand the role his or her department plays in helping execute the company's strategic plan.

Many employers quantify and computerize the map's activities. The HR Scorecard helps them to do so. The HR Scorecard is not a scorecard. It refers to a process for assigning financial and nonfinancial goals or metrics to the human resource management- related chain of activities required for achieving the company's strategic aims and for monitoring results. Managers use special scorecard software to

人力资源管理英文论文

facilitate this . The computerized scorecard process helps you to quantify the relationships between (1) the HR activities (amount of testing, training, and so forth), (2) the resulting employee behaviors (customers service, for instance), and (3) the resulting firm-wide strategic out comes and performance (such as customer satisfaction and profitability).

The saying "a picture is worth a thousand words" explains the purpose of the digital dashboard. A digital dashboard presents the manager with desktop graphs and charts, and so a computerized picture of where the company stands on all those metrics from the HR Scorecard process. As in the illustration just below, a top manager's dashboard for Southwest Airlines might display on the PC screen real-time trends for strategy map activities such as fast turnaround, attracting and keeping customers, and on-time flights. This gives the manager time to take corrective action. For example. If ground crews are turning planes around slower today, financial results tomorrow may decline unless the manager takes action.

Reference

Gary Dessler, Human Resource Management

Stephen P·Robbins, David A..DeCenzo, Henry Moon, Fundamentals of Management Orville C·Walker, John W·Mullins, Harper W·Boyd, Marketing Strategy

Fishkin C·A, Shape of Risk: A New Look at Risk Management