What is strategic hrm?
A strategy is a company’s plan for matching their internal strengths
and weaknesses with external opportunities and threats.
Strategic HRM is the formulation and execution of HR policies and
practices that produce competent employees with the behaviors
needed to achieve the company’s strategic goals.
Business goals
↑
Strategy – Competitive advantage
↑
Productivity
↑
Motivation
In order to reach our business goals we need to:
Attract Skills
Motivate the right* Knowledge
Retain Behaviour
* Based on our strategy, competitive advantage.
Employee motivation:
Motivation is the set of forces that causes people to engage in one
behavior rather than some alternative behavior
Examples of forces: needs, goals.
Job performance formula: P = M * A * E:
P = performance
M= motivation
A = ability
E = environment
We need all factors. Motivation is the hardest to manage.
Motivational theories:
Need based theories:
o Hierarchy of Needs
o ERG theory
o Two Factor theory
o Acquired Needs framework
Process based theories:
o Equity theory
o Expectancy theory
o Porter-Lawler model.
Maslow: hierarchy of needs:
Each level must be satisfied before level above becomes relevant
if previously satisfied lower-level set of needs becomes deficient again,
the individual returns to that level.
1
Module: Strategic Human Resource Management
, ERG theory:
Developed by Clayton Alderfer
existence, relatedness, and growth
more than one kind of need may motivate a person at the same time.
Two factor theory:
Developed by frederick Herzberg
Motivation factors:
o Intrinsic to the job: achievement, recognition, control
o Example: job enrichment
o Hygiene factors:
o Extrinsic to the job: salary, job security
o Can lead to dissatisfaction and demotivation.
Acquired needs framework:
Developed by David McClelland
Need for achievement
Need for affiliation
Need for power.
2
Module: Strategic Human Resource Management
A strategy is a company’s plan for matching their internal strengths
and weaknesses with external opportunities and threats.
Strategic HRM is the formulation and execution of HR policies and
practices that produce competent employees with the behaviors
needed to achieve the company’s strategic goals.
Business goals
↑
Strategy – Competitive advantage
↑
Productivity
↑
Motivation
In order to reach our business goals we need to:
Attract Skills
Motivate the right* Knowledge
Retain Behaviour
* Based on our strategy, competitive advantage.
Employee motivation:
Motivation is the set of forces that causes people to engage in one
behavior rather than some alternative behavior
Examples of forces: needs, goals.
Job performance formula: P = M * A * E:
P = performance
M= motivation
A = ability
E = environment
We need all factors. Motivation is the hardest to manage.
Motivational theories:
Need based theories:
o Hierarchy of Needs
o ERG theory
o Two Factor theory
o Acquired Needs framework
Process based theories:
o Equity theory
o Expectancy theory
o Porter-Lawler model.
Maslow: hierarchy of needs:
Each level must be satisfied before level above becomes relevant
if previously satisfied lower-level set of needs becomes deficient again,
the individual returns to that level.
1
Module: Strategic Human Resource Management
, ERG theory:
Developed by Clayton Alderfer
existence, relatedness, and growth
more than one kind of need may motivate a person at the same time.
Two factor theory:
Developed by frederick Herzberg
Motivation factors:
o Intrinsic to the job: achievement, recognition, control
o Example: job enrichment
o Hygiene factors:
o Extrinsic to the job: salary, job security
o Can lead to dissatisfaction and demotivation.
Acquired needs framework:
Developed by David McClelland
Need for achievement
Need for affiliation
Need for power.
2
Module: Strategic Human Resource Management
