Skilled labour resources.

1
Management Framework for Great vs. Adequate
Corporate Strategies
Achieve fit and consistency for three Key Human
Resource Policy elements

• Skilled labour resources.
• Deployment.
• Incentive and control mechanisms.

2
Prof. Ed Scheins Career Anchors Concept

• technical and functional competence
• general managerial competence
• organisational security and stability
• location security and stability

• autonomy and independence
• entrepreneurial creativity
• dedication to a cause and to serve
• pure challenge

• Life style and the work life balance

3
Prof. Ed. Scheins Career MovementProgress
Success Concept

• Cross-functional horizontal movement-growth in
  abilities and skills.
• Cross-level hierarchical movement up the ladder.
• Movement is to attain influence and power.

4
Prof. Karl Weicks Vulnerable SystemCreating
the conditions for mistakes

• Stressful environments and pressurised
  environmental demands.
• Breakdown of co-ordination under stress and rise
  of individualism.
• Expert speech-exchange systems and series of
  semi- standardised misunderstandings.
• Interactive complexity and escalation of events
  being coupled in real time decision-making.
• Tannenbaums Hierarchical Gradient effect
  unchecked.

5
Prof. Karl Weicks Vulnerable SystemUnderstandin
g complex systems better

• Reducing the effect of temporary systems.
• Reducing the effect of stress.
• Managing trade-offs between cohesion accuracy.
• Reducing the risk of pluralistic ignorance.
• Understanding the problem of information
  capacity overload.

6
The Psychology of Change at the Individual Level
Attentive andInterested if Access Available
AwareandSceptical
Unaware and Ignorant

• Increase knowledge and expunging of anxious
  feelings.

• Wise use of rewards and support for ideas to go
  forward.

• Locate in individuals world and problems.

Responsiveand willing to engage/use
Internalised and able to use/generate ideas as
part of preferred value system.
Value and Interested to use and generate further
ideas

• Support good ideas and focus on outcomes, work
  programmes and deliverables.

• Publicise and create gold standards.

• Evaluate and support to sell ideas on.

7
Prof. David Guests Psychological Contract HRM
Research Model
Individual Orientation
Individual Job Outcomes
PsychologicalContract
FuturePlans
Individual Life Outcomes
8
Prof. David Guests High Commitment HRM Model
Employee competence
Recruitment selection Training development
Performance appraisal Financial rewards Feedback
Enhanced Employee performance
Job design Involvement systems Communication
Internal promotion Security Fair treatment Met
psychological contract
9
Human Resource Management
10
The Management Agenda

• CEOs and Top People on the case.
• Align 3 elements coherently.
• Minimise costs of structures, systems and
  processes for delegated authority and
  decision making.
• Increase management capacity and capability.
• Train and develop middle managers constantly.