Hrm Case Study

CASE STUDY DIMENSIONS:

El producto esperado se debe tener

1) Un análisis de cómo el "mapa estratégico", basada en el concepto BSC se propone en el caso (página 4) es apropiado y un "buen ajuste" a los hechos del caso, discutido en la parte de contexto,

2) ¿Por qué es la adaptación de la metodología BSC a partir de una metodología orientada a la medición a un enfoque centrado en objetivos está muy apoyado por Dimensiones ejecutivos regionales?

Por qué se considera uno de los aspectos clave de una aplicación exitosa de la metodología BSC en el caso?

3) Comparar el enfoque seguido en este caso con las medidas recomendadas por la metodología estándar

(Ver la lectura "BSC-Balance Scorecard Ejemplo"). Son recomendaciones y conclusiones del caso los únicos posibles? ¿Qué otras sugeriría usted ?.

FORO:

Lectura 1: Strategy  HRM

In  all your life you would  affront  difficulties that have to pass, and the strategies are the main  tool  to defend yourself, more in the work,  the SHRM is  integrated for  arms  to  support their achievement, involves adopting a broad and long-term view of where the business is going and managing it in ways that ensure that this strategic thrust is maintained with a a clear mission to be accomplished. This Strategy has three fundamental characteristics, first able the “Forward looking” (where you want to go and how you mean to get there). Second able “organizational capability of a firm (depends on its resource capability, capacity to function effectively”)  and finally “Strategic fit” (need when developing functional strategies such as HR to achieve congruence between them and the organization’s business strategies within the context of its external and internal environment).  These 3 characteristics response to emergent and flexible process, with people who are committed to it. And also introduce in the aim of SHRM, because this need skilled, engaged, committed and well-motivated employees to used.   The best practice on the situations would make a superior organizational performance and this related with the best fit this have “Innovation” that being the unique producer, “Quality” to  delivering high-quality goods and services to customers and “Cost leadership” , to be a congruent both of them ,  but there is a danger of mechanistically matching HR policies and practices with strategy.  So  it need  two types of HR strategies general strategies such as high-performance working and  specific strategies relating to the different aspects of HRM such as learning and development and reward. In the end, this all organization builds a well-being job using these strategies, and need committed people to do.

Lectura 2:

In this second article,  the strategic planning is fundamental to the organizations,  because operate within the framework of their company’s overall plans,  so the managers  should be consistent with this goals,   each individual manager needs to do in order to support that overall company goal and understand management planning. It is necessary to reach policies and practices that produce the employee competencies, because it includes setting an objective, making forecasts, determining what your alternatives are, evaluating your alternatives, and implementing and evaluating your plan. Always the manager will want to gather and analyze data prior to making decision with a   high-performance work system to promote organizational effectiveness. this work with a  Human resource metrics  that means  quantitative measures, such as employee turnover) in general a high-performance work system is a set of human resource management policies and practices that together produce superior employee performance.