Bauer, Human Resource Management
SAGE Publishing, 2020
Instructor’s Manual
Chapter 2: Strategic HRM, Data-Driven Decision Making, and HR
Analytics
Chapter Summary
– Strategic HR is the integration of HR with overall organizational strategy.
– Identifying stakeholders is a key element of developing an HR strategy.
Chapter Learning Objectives:
After completing this chapter, students should be able to:
LO 2.1: Identify the steps for formulating and implementing a strategy.
– Develop and refine strategy.
Bauer, Human Resource Management
SAGE Publishing, 2020
LO2.2: Define strategic HRM.
– “Strategic HRM is the process of aligning HR policies and practices with the strategic
LO 2.3: Explain the importance of strategic HRM for realizing employee, operational,
stakeholder, and financial outcomes, and for sustaining a competitive advantage.
LO 2.4: Demonstrate the use of data-driven decisions in realizing organizational strategy,
contrasting different HR analytics competencies and levels of HR analytics.
– Define HR analytics.
LO 2.5: Summarize the arguments for a scientific, ethical, and legally compliant approach to HR
decision making.
LO 2.6: Manage the components of a successful HR analytics function.
– HR analytics is a strategic business partner that leverages people data to inform and
Bauer, Human Resource Management
SAGE Publishing, 2020
Suggested Exercises or Projects
Exercise 2.1 Put the class into groups of three and have them identify three different data points
that can be measured to point to a current performance metric of the school or university. Have
Discussion Questions:
1. Identify a study that determines or discusses performance levels within organizations. It can
be financial, social, or HR related. As an example, a study might investigate the relationship
between improving work–life balance and retention. How did the study measure the performance
metric?