Effective Strategic Planning and Human Resource Management

TEMA 1

1.4. Subjects of Strategic analysis: Model of the five Competitive Forces (M. Porter). S.W.O.T.: System to diagnose company’s internal and external competitive position when setting strategic objectives weaknesses threats strengths and opportunities. 1.8. Strategic Planning: Is the process of setting long term objectives, analyzing internal strengths and weaknesses and compromising needed resources to prevent threats and profit from opportunities

People M&D Leadership Investors, leaders and associates Global Economy Collaborate 1990-Actual Human Capital Management Owners, managers, trade unions and collaborators International Economy Compete 1960-1990’s Human Resources Owners, HR dpt, trade unions and employees Economic Recovery Innovate 1930-1950’s Labor (Force) Relations Owners, personnel dpt and workers Industrial Revolution Grow XVIII C-1930 Ownership - Slavery Free owners and Servants – Slaves.life cycle product

T2 Planning and executing PM&D’s strategic policies

APM&D Planning.Functions & activities in PM&D management: Quantitative and Qualitative personnel needs, according to the company’s objectives and strategies:

• Number and kind of headcount.
• Source for recruitment (internal/external).
• Training need.

Job analysis: What, how and why is done in each job. Company’s PM&D coverage: Recruitment, selection and orientation of candidates, according to company’s needs. Human potential growth and individual development: Training and improvement, and professional career’s planning and management, became more important. Not only to increase personnel performance and growth, but to overcome the highly expensive rotation costs. Results evaluation: Critical to know and follow up, employee’s contribution. Allows to take decisions about promotions, transfers, training, retribution and releasing. Employee’s motivation and compensation: Each job is paid according to its value, personal contribution and performance. Retribution system influences the company’s capacity to attract and retain employees. Workplace’s health and ambiance management: Not only is fair but wise to keep employees physically and mentally healthy and prevent them from risks at work. Strategic PM&D management: Human factor is considered to be a strategic key competitive component. Organization needs to know which are its strengths and weaknesses in this area and determine the correct course of action.