Assignment on

HR Strategy
Submitted To
Ms. Nazmun nahar
Lecturer Of
Southeast University
Course Teacher Of
HR Strategy
Course Code-MGT4127
Prepared By
Md. Ismail Hossain
2012010000319
SEC-B
Batch: 30th
Submission date-25-08-2015

Question- Models of Strategies?

There are two models of determining strategies

Industrial organization models
Resource based model

Industrial organization models

In the industrial model, it is assuming that, external environment is the
determining here the treats and opportunities external environment are consider
being factor of making and hind of decision.

Resource based model

In the resource based model the organization strategy and discussions making
processes depend on organization to access resource .It is assuming that in the
organization have different types of resource, human, physical , financial,
information resource the organization will be able to take any hind decisions or
strategy.

Question - The Process Of strategy Management?

Strategic management:
Strategic management means taking any kind of strategic so that the
organization goal can be achieved.
Mission statement: The processes of strategic management mission
statement which explains basic purpose on to exist fundamental
activities.
Example: The mission of SEU to provide outline education to the student
generating research throwing students.
Analysis Environment : Upon establishing a mission statement ,the next
step is to analysis the external environment in which the organization
operates consistence with the I/O model of strategic management.
Decision makes need to analyze vacancy of different company of the
external organization.
Organization selfAssessment: organization has scarred and assessed
its external environment and identified any threats and opportunities.
1. Resource: Financial resources can significantly affect an organization

2.

competitive advantage
Financial
Physical
Human
Technological
Capital
Management System: In assuming culture an organization needs to
understand the income values and philosophies that guide its day to day
o Activities.
o Culture
o Structure
o Power dynamics
o Decisions-making processes.

 Goals And Objectives: Once the organization has established and

accumulated its mission, assumed its external environment and identified
internal resources and management system that affect its performance.
Strategy: Once goals have been defined an organization to achieve its
goals. The means it will use, the course of action, it will take and how it
will generally operate and complete constitute the organization strategy.

Question - Hierarchy of Strategy?

Conventional wisdom identifies different levels of strategy
Corporate
Business

 Functional

Corporate

Level Strategy:
1) Establishing Investment Priorities and strength corporate resources into
the most attractive business units.
2) Initiating actions to improve the combined performance of those business
units with which the component first involved.
3) Findings wages to improve the synergy between related business units in
order to in each performance.
4) Making decisions dealing with diversification .

Business level of strategy :Business level of strategy deals with

decisions and action pertaining to each business unit, the main objectives
of businesses level strategy being to make the unit competitive in its
market place business strategy by formulating a framework that
determined three competitive strategies.
1. Cost Leadership Strategy
2. Differentiation strategy
3. Focus strategy

1) Cost leadership: The low cost leadership strategy attempts to increase

the organizations make share by having the lower unit cost and price
compound with competitors.
2) Differentiation strategy: It assumes that managers from those of their
competitors in the same industry , Distinctive levels of service, product
on high annuity such that the customer in prepared to pay a premium
price.
3) Focus strategy : Manager focus on a specific buyer on regional market as
in the nation on niche markets being very narrow or focused.

 Functional level strategy: Functional level strategy to the major

functions optional within the business unit, including research and
development, marketing, manufacturing finance and HR.

Question - Factors need to be assessed while adopting an

investment perspective of human resource?
As organization treats employees as investment, the organization determines the optimal mix
of high performance and high return assets to its strategies objectives.
Analyses are made of the cost and benefits of certain expenditures considering the riskiness
and potential returns of such expenditures.

Returns

Increased value to the organization and the market place

Replacement of labors by knowledge workers
Long term performance goals

Enhanced performance
Potential increased loyalty
Motivation

Costs
Cost of implementing different policies and programs. Ex : training cost
Opportunity cost. Ex : lost time on the job
Reward and benefits
Risks

Increased employability
Obsolescence of skills and abilities
Employee turnover
Non conforming behavior
Requirement of skills different than those possessed by the current employees
Need to cut down the numbers and so on
Demand for new skills
Employee ownership on data and decision making process

Question - Factors influencing how investment oriented an

organization is?
Management values:
When senior managers formulate and implement strategies, their values and philosophies are
communicated to members of the organizations through human resource policies and
practice.

Attitude toward risk:

Investment in human resources is embodied with a number of important benefits as well

costs. An organization with risk management philosophies sees investment in employees as
necessary for its success and develops strategies.

Nature of employee skills:

An organization that is highly investment oriented toward employees requires employees to
develop and utilize very specialized skills that might not be applicable in another
organization.

Utilitarianism:
Organizations that take a utilitarian perspective evaluate investments by using utility analysis,
also known as cost benefits analysis.

Availability to out sourcing:

Unless there is the potential to build capabilities that provide an advantage over competition,
cost considerations often lead to the rational decision to outsource through specialized service
providers rather that invest in human resources.

Question - What is the benefit of the human resource

planning?
It facilitates leadership continuity through succession planning.
It facilities strategic planning by examining the future availability of employees and

their skill sets.

It facilities an understanding of shifts and trends in the labor market through an
examination of job requirements and employee capabilities.
It facilities employee development by determining the skills that are needed to
achieve strategic objectives as well as to ensure future career success in the
organization.
It facilities budget planning and resource allocation by determine needs for employees
in response to the organization strategies plan.
It facilities efficiency by estimating future employee surplus and shortages. Costs of
overstaffing and understaffing can be significant and are minimized by the human
resource planning process.
It facilities organizations adaptation to its environment. By assessing the external
factors.

Question - Objectives of human resource planning?

Prevent overstaffing and understaffing

Ensure the organization has the right employees with the right skills in the right
places at the right times
Ensure the organization is responsive to changes in its environment
Provide direction and coherence to all human resource activates and systems
Unite the perspectives of line and staff managers

Question- What is aggregate planning how aggregate

planning is made in implanting?
Aggregate planning:
Aggregate planning focus and anticipants employees from operational area on general level
of employees and skills requirements to perform the task.

Issues need to be considered:

There are some issues which are needed to be considering why making consider.

Strategies plan
The rate of the growth of the organization
The demand of the product of the service
New technology that might be acquired enhance
Re design of work system
New quality or customer service instate

Wage of making aggregate plan:

There are three wage of making aggregate plan.

Unique forecasting
Top Down planning
The combustion of unique forecasting and top down forecasting

Unique forecasting:
In the unique forecasting the manager every unites is assed same required number of
employees based on the goals and objectives for each managers particular time period after
word senior managers some all the estimates found from all the department. Benefits of these
kinds, when every uses unit forecasting. It is easy to enhance in market.

Top Down forecasting:

In the top down forecasting senior manager allocate a budgeted amount of pay roll
expenditure. There is no guarded that the farm using top down forecasting will be
responsible.

The combustion of unique forecasting and top down forecasting:

I the unique forecasting the manager every units is assed responsible to the market place uses
unique forecasting. The organization that prefers and productivity use top down forecasting
but the organization which has the goal to be responsible and to gain uses the combustion
of unique forecasting and top down forecasting.

Question-What are the components included in human

resource plan?
Human resource planning provides about staffing, training, performance management,
selection, development, safety, labour relation, recruitment.
So human resource planning actually different changes. In the industry market place,
economy society and technological work. It is involved making assumption about future.

Human resource planning should be flexible

When implanting human resource plan that assumption is wrong human resource
planning should be change
The assumption based on human resource planning is done should be written does so
that the while implementing human resource planning can be removed and corrected
Human resource planning is not only hiring and firing. So it includes reassignment,
training, and development outsourcing using temporary health or outside contractors.

So human resource planning is involved in developing human capital in the organization.