Home / Summaries / Class notes - SHRM / strategic-uniqueness-employees

Differential Workforce

6 important questions on Differential Workforce

What is the HR architectural model?

Is a quadrant model that explains the uniqueness and strategic values of jobs, like
1. Core knowledge, high uniqueness and strategic value, for example: professor or director
2. Traditional, low in uniqueness and high strategic value, for example: educational support, teacher, sales, finance
3. Low uniqueness and strategic value, for example: cleaner or production employee
4. High uniqueness and low strategic value, for example a layer

What kind of investment is needed for the different quadrants of the HR architecture?

1. Extensive training, career development.
2. Staffing: recruitment selection and onboarding
3. No investment, maybe a training, pm appraisal and reward
4. Teambuilding: communication exchange programs and job rotation

What are the 3 different differentiations positions?

A: important positions because it add value to strategy
B. Indirect influence on the strategy, support employees
C. All the others

There are four stage in the workforce differentiation, name them

1. One size fit all
2. Generic fit: look at competitors but starting with own strategy
3. Differentiate by strategic capability
4. Differentiate by jobs within strategic capabilities: differentiate based on 3 different jobs

How do you improve fairness perceptions among employees who receive fewer benefits?

Open communication and positive messages about employees status

Explain what HR configuration is

Investing in relationships and its effective functioning. If training is done, focus on process facilitation and teambuilding. Encourage employees to share information trough group based PM and reward