Questions and Answers
What is the main strategic approach to HRM presented by researchers according to the text?
Configurational Approach
What is the key purpose of the HR Model described?
All of the above
How does the text describe the HR Model's role in maintaining the organization's competitiveness?
The HR Model helps maintain employee motivation and loyalty
What is one way the HR Model can become a difficult-to-imitate asset or capability for the organization?
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What does the text say about the relationship between the HR Model and the organization's critical factors?
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How does the text describe the relationship between the HR Model and the organization's competitive advantage?
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Which of the following is NOT one of the factors to consider when aligning the HR system with the firm's circumstances?
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For a firm pursuing a cost-based competitive advantage, which of the following should be a characteristic of its HR system?
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Which of the following is NOT a characteristic of an HR system aligned with a differentiation-based competitive advantage?
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According to the Dave Ulrich HR Model, which of the following is NOT a key role for HR professionals?
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According to the resource-based view, which of the following is NOT considered a strategic resource for a firm?
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Which of the following is a key factor in ensuring that the HR system contributes to organizational success?
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What is the primary goal of a business strategy?
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Which of the following is NOT an essential element of a strategy according to the text?
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At which stage of strategic management does HR management play a key role as a true strategic factor?
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In the context of strategic analysis, what does internal analysis aim to reveal?
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What is the role of HR managers in the strategic planning process?
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What is the main purpose of an efficient implementation plan in a business strategy?
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Study Notes
HR System and Organizational Success
- An HR system is a set of activities, processes, policies, and practices deployed in HRM, such as selection, assessment, and training, that contribute to organizational success when aligned with the firm's circumstances.
- Four additional factors to consider when setting up an HR system: technology and production management, the environment, the workforce, and organizational culture.
Alignment of HR and Competitive Strategies
- Different HRM systems are required for different competitive strategies, such as cost-based or differentiation-based advantages.
- For a cost-based competitive advantage, the HR system should have detailed work planning, specific training, and pay-per-performance as a control mechanism.
- For a differentiation-based competitive advantage, the HR system should stress innovation, flexibility, and highly qualified personnel.
The HR Model
- The HR Model, as presented by Dave Ulrich, assigns processes, responsibilities, and job descriptions to the right roles in the organization.
- The HR Model defines how key HR tasks will be delivered and who will be accountable for the delivery, making relationships visible to everyone.
Strategic HR Management
- Strategic HR management involves setting long-term, coherent, and clear goals, understanding the competitive environment, assessing internal resources, and implementing an efficient plan.
- The primary goal of a business strategy is to pursue a competitive advantage.
- The HR manager plays a crucial role in the strategic management process, either at the implementation stage or the formulation stage.
HR Strategy Formulation
- HR strategy is formulated in parallel with the overall business strategy.
- HR managers participate in the strategic planning of the company, contributing to the development of a competitive advantage.
Strategic Analysis
- External analysis involves analyzing the industry, defined by its customers, not products.
- Internal analysis aims to reveal the strengths and weaknesses of the firm to be deployed when developing a competitive behavior.
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