STRATEGIC HR FOR BUSINESS
SAMENVATTING 2022-2023
DEFINITION & EVOLUTION
1
,EVOLUTION: HR IN HISTORY
1700-1799 1st industrial revolution
- Hire & train thousands of workers
- Evolution from manual labour to industrializing
processes, more efficiency was necessary. As a
result, unions were created.
1900-1960 Rise of workers’ unions, personnel
management/administrator job.
- Taylorism: productivity rise by creating simplified
jobs, HR specialist
1980-2000 Behavioural perspective, service-oriented, HR at the
table… but mixed results.
- There is more thought about what we can do for our
workers.
- Maslow = hierarchy of the needs
- HR at the table = table of management teams,
those who have the power in an organisation, but
with mixed results. Not every HR is admitted to the
table.
2000-2010 Outsourcing & downsizing
- First there was a financial crisis, so that is the
reason.
- Downsizing = less people in the organisation.
- Outsourcing = give it to an extern (eg. HR)
2010-2025 Strategic leader/ doing more with less?
- HR is a more strategic leader = we want HR at the
level of strategy. HR is always in service of the
business of the organisation.
DEFINITION: HRM
HRM The attainment of organisational goals in an effective &
efficient manner through planning, organising, leading &
controlling human resources, while respecting the
reciprocal relationship between individual & organisation.
2
, Strategic HRM An approach that defines how the organization’s goals
will be achieved in the context, through people, by means
of integrated HR strategies, policies & practices.
MAIN ELEMENTS OF HRM:
1. Partner in organizational success
o Strategic fit
o Strategic flexibility (VUCA)
2. Outside-in perspective
3. Connected mindset
PARTNER IN ORGANIZATIONAL SUCCESS
Strategic fit in service of the organisational goals & successes.
Strategic flexibility Ability of the firm to respond & adapt to changes in its
competitive environment
- VUCA = a way to describe that we are in a
world full of changes
All processes are linked to each other (ex. innovation for Apple is very important.
If you translate that to what is important for recruitment. You will look for people
who are always trying new things and aren't scared for it).
IMPORTANCE OF STRATEGIC FIT
1. Achieving competitive advantage
o By aligning its resources & capabilities
2. Improving decision-making
o By understanding the company’s goals & objectives
3. Improving operational efficiency
o By ensuring that the company’s processes and procedures are
aligned with its overall strategy
3
SAMENVATTING 2022-2023
DEFINITION & EVOLUTION
1
,EVOLUTION: HR IN HISTORY
1700-1799 1st industrial revolution
- Hire & train thousands of workers
- Evolution from manual labour to industrializing
processes, more efficiency was necessary. As a
result, unions were created.
1900-1960 Rise of workers’ unions, personnel
management/administrator job.
- Taylorism: productivity rise by creating simplified
jobs, HR specialist
1980-2000 Behavioural perspective, service-oriented, HR at the
table… but mixed results.
- There is more thought about what we can do for our
workers.
- Maslow = hierarchy of the needs
- HR at the table = table of management teams,
those who have the power in an organisation, but
with mixed results. Not every HR is admitted to the
table.
2000-2010 Outsourcing & downsizing
- First there was a financial crisis, so that is the
reason.
- Downsizing = less people in the organisation.
- Outsourcing = give it to an extern (eg. HR)
2010-2025 Strategic leader/ doing more with less?
- HR is a more strategic leader = we want HR at the
level of strategy. HR is always in service of the
business of the organisation.
DEFINITION: HRM
HRM The attainment of organisational goals in an effective &
efficient manner through planning, organising, leading &
controlling human resources, while respecting the
reciprocal relationship between individual & organisation.
2
, Strategic HRM An approach that defines how the organization’s goals
will be achieved in the context, through people, by means
of integrated HR strategies, policies & practices.
MAIN ELEMENTS OF HRM:
1. Partner in organizational success
o Strategic fit
o Strategic flexibility (VUCA)
2. Outside-in perspective
3. Connected mindset
PARTNER IN ORGANIZATIONAL SUCCESS
Strategic fit in service of the organisational goals & successes.
Strategic flexibility Ability of the firm to respond & adapt to changes in its
competitive environment
- VUCA = a way to describe that we are in a
world full of changes
All processes are linked to each other (ex. innovation for Apple is very important.
If you translate that to what is important for recruitment. You will look for people
who are always trying new things and aren't scared for it).
IMPORTANCE OF STRATEGIC FIT
1. Achieving competitive advantage
o By aligning its resources & capabilities
2. Improving decision-making
o By understanding the company’s goals & objectives
3. Improving operational efficiency
o By ensuring that the company’s processes and procedures are
aligned with its overall strategy
3
