Unit 2: Human Resources and Strategy

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Questions and Answers

What is the main strategic approach to HRM presented by researchers according to the text?

Transactional Approach

Configurational Approach (correct)

Contingency Approach

High-Performance Work Systems

What is the key purpose of the HR Model described?

To assign processes and responsibilities to HR roles

To define how HR tasks will be delivered and who is accountable

To make HR relationships visible to internal and external stakeholders

All of the above (correct)

How does the text describe the HR Model's role in maintaining the organization's competitiveness?

The HR Model helps create a market-based HR system

The HR Model helps create causal ambiguity and protect the company's competitive advantage

The HR Model helps maintain employee motivation and loyalty (correct)

The HR Model helps develop a high-commitment HR system

What is one way the HR Model can become a difficult-to-imitate asset or capability for the organization?

Because it takes a long time to reach a developed stage of HRM Signup and view all the answers

What does the text say about the relationship between the HR Model and the organization's critical factors?

The HR Model must be consistent with the organization's critical factors Signup and view all the answers

How does the text describe the relationship between the HR Model and the organization's competitive advantage?

The HR Model protects the organization's competitive advantage Signup and view all the answers

Which of the following is NOT one of the factors to consider when aligning the HR system with the firm's circumstances?

The firm's marketing strategies Signup and view all the answers

For a firm pursuing a cost-based competitive advantage, which of the following should be a characteristic of its HR system?

Pay-per-performance as a control mechanism Signup and view all the answers

Which of the following is NOT a characteristic of an HR system aligned with a differentiation-based competitive advantage?

Detailed work planning Signup and view all the answers

According to the Dave Ulrich HR Model, which of the following is NOT a key role for HR professionals?

Sales Manager Signup and view all the answers

According to the resource-based view, which of the following is NOT considered a strategic resource for a firm?

Temporary workers Signup and view all the answers

Which of the following is a key factor in ensuring that the HR system contributes to organizational success?

Aligning the HR system with the firm's circumstances Signup and view all the answers

What is the primary goal of a business strategy?

To pursue a competitive advantage Signup and view all the answers

Which of the following is NOT an essential element of a strategy according to the text?

Maximizing short-term profits Signup and view all the answers

At which stage of strategic management does HR management play a key role as a true strategic factor?

Formulation (design) stage Signup and view all the answers

In the context of strategic analysis, what does internal analysis aim to reveal?

Strengths and weaknesses of the firm Signup and view all the answers

What is the role of HR managers in the strategic planning process?

Participate fully in the strategic planning of the company Signup and view all the answers

What is the main purpose of an efficient implementation plan in a business strategy?

To guarantee successful execution of the formulated strategy Signup and view all the answers

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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Description

Explore the strategic approach to HRM and how the interaction of different practices can enhance a company's competitive advantage. Learn about the Configurational Approach Support, motivation, loyalty, and the HR Model according to Dave Ulrich.