Phases of Strategic Management

Phases of Strategic Management

• Comprises two key phases: Strategy Formulation and Strategy Implementation.

Strategy Formulation

• Involves defining mission, setting goals, and conducting external and internal analyses leading to strategic choices.
• Utilizes SWOT Analysis to assess Strengths, Weaknesses, Opportunities, and Threats.

HRM's Role in Strategy Implementation

• Focuses on three implementation variables: Task, People, and Reward Systems.
• Links HR needs to HRM practices, enhancing HR capability and actions that drive firm performance.

HRM Steps in Strategy Implementation

• Job analysis/design, recruitment/selection, training/development, performance management, and designing pay structure/benefits.

Competitive Strategies (Porter's)

• Two primary strategies: Cost leadership and Differentiation.

Directional Strategies

• Concentration on core business areas, Growth through internal or external means, Downsizing, and pursuing Mergers and Acquisitions.

Strategic Competitive Advantage

• Achieved through emergent strategies and capitalizing on opportunities.

Legal System Structure

• Divided into three branches: Executive, Legislative, and Judicial.

Equal Employment Opportunity (EEO)

• Aims to provide equal employment chances regardless of race, color, religion, sex, or national origin, enforced through legislation and amendments.

Key Constitutional Amendments

• 13th Amendment abolishes slavery.
• 14th Amendment ensures equal protection and due process.

Accommodation for Religion and Disabilities

• Employees must demonstrate a legitimate need for accommodation and show adverse consequences due to employer's noncompliance.

Current Diversity and EEO Issues

• Includes sexual harassment, affirmative action, outcomes of the Americans with Disabilities Act, and gender equity.

Sexual Harassment Defined

• Involves unwelcome sexual advances or conduct affecting employment conditions (Quid Pro Quo) or creating a hostile work environment.

Affirmative Action

• Initiated to attract and retain minority employees, often associated with imposed quotas, sparking ongoing debate.

Gender Equity Concerns

• Addresses pay and representation equity, especially at leadership levels.

LGBT Rights in Employment

• Increasing inclusivity in businesses, with laws like the Equality Act 2017 expanding protections against discrimination based on sexual orientation and gender identity.

Employee Safety Regulations

• Governed by federal and state laws, particularly the Occupational Safety and Health Act (OSHA), which enforces safety standards in the workplace.

OSHA Worker Rights

• Rights include requesting inspections, having a representative present, and accessing exposure records.

Safety Awareness Programs

• Focuses on instilling changes through identifying, reinforcing, and promoting safety protocols.

Job Analysis Components

• Job Description outlines tasks and responsibilities; Job Specification includes required knowledge, skills, and characteristics.

Job Analysis Sources

• Utilizes information from subject-matter experts, job incumbents, supervisors, social networks, and prior data sources like O*NET.

Work-Flow Design and Organizational Structure

• Work-flow design analyzes necessary tasks for production; organization structure outlines job interconnections within an organization.

Work-Flow Analysis

• Involves examining outputs, processes, and inputs to ensure high-quality production.

Organizational Structure Types

• Functional structure emphasizes centralization and efficiency, whereas divisional structure allows flexibility with semi-autonomous units.

Importance of Job Analysis for Managers

• Managers require detailed job information to make informed hiring decisions and maintain performance standards.

Position Analysis Questionnaire (PAQ)

• Evaluates factors like work outputs, mental processes, job context, and relationships for detailed job insights.

Job Design Definition

• Defines how work will be performed and tasks required for a specific job.

Temporary Workers and Independent Contractors

• Temporary workers help manage labor shortages, while independent contractors agree to complete specific tasks within a contract.

Program Implementation and Evaluation

• Accountability for achieving goals is crucial, supported by progress reports and performance evaluations.

Personnel Policies Impact

• Affect recruitment and vacancy characteristics; differentiate between internal/external recruiting strategies.

Recruiter Characteristics

• Should show warmth, provide realistic job previews, and enhance impact by timely feedback and team recruitment.

HR Planning and Forecasting

• Identifies labor surpluses or shortages by comparing labor supply and demand forecasts.

Downsizing Implications

• Often reduces costs but risks long-term effectiveness and organizational morale due to talent loss and network disruption.

Outsourcing and Offshoring

• Outsourcing involves using external organizations for services, leading to potential shifts in economic strategies and labor management.