Does Strategic Human Resource Management need for an Organization?

 


Introduction


Strategic human resource management (SHRM) is intended to assist organizations to meet the needs of their employees while promoting company goals. Human resource management deals with any aspects of a business that affects employees, like hiring, pay, benefits, training, and administration and also provides work incentives, safety procedure information and leave.

  

Strategic human resource management is the proactive management of individuals. It desires thinking ahead and coming up with ways in which for an organization to better meet the needs of its employees, and for the employees to better meet the needs of the organization. This can affect the way things are done at a business site, improving everything from hiring practices and employee training programs to assessment techniques and discipline. Strategic human resource management is a branch of Human resource management that has emerged out of the parent discipline of human resource management.

 

Definition of Strategic Human Resource Management


“an approach to the development and implementation of HR strategies that are integrated with business strategies and supports their achievement” (Amstrong,2014)

 

How Strategic Human Resource Management differs from Human Resource Management


Strategic human resource management focuses on human resource programs with long-term objectives. Rather than focusing on internal human resource issues, the focus is on addressing and solving issues that impact people management programmes within the long term and globally. Therefore the primary goal of strategic human resources is to increase employee productivity by focusing on business obstacles that occur outside of human resources. The initial actions of a strategic human resource manager are to identify key HR areas where strategies can be implemented in the long term to enhance the overall employee motivation and productivity. Communication between HR and top management of the organization is vital as without active participation no cooperation is possible.

 Key Features of Strategic Human Resource Management


  • There is a clear connection between HR policy and practices and overall organizational strategic aims and the organizational environment
  • There is some organizing diagram connecting individual HR interventions so that they are mutually supportive
  • Much of the responsibility for the management of human resources is delegated down the line

Pros and Cons of SHRM

Pros

Cons

  1. Identifying and analyzing external opportunities and threats that may be vital to the organization's success.
  2. Provides a clear business strategy and vision for the future.
  3. Provides competitive intelligence that will be helpful in the strategic planning method.
  4. Recruit, retain and motivate people.
  5. Develop and retain competent people.
  6. Ensure that people development issues are addressed consistently.
  7. Supply information regarding the company's internal strengths and weaknesses.
  8. Fulfill the expectations of the customers effectively.
  9. Ensure high productivity.

 

  1. Inducing the vision and mission of the change effort.
  2. High resistance due to lack of cooperation from the bottom line.
  3. The commitment of the entire senior management team.
  4. Limited time, money, and resources.
  5. Fear of incompetency of senior-level managers to take up strategic steps.
  6. Improper strategic assignments and leadership conflict over authority.
  7. Resistance that comes through the legitimate labour institutions.
  8. Presence of an active labour union.
  9. Rapid structural changes.
  10. Economic and market pressures influenced the adoption of strategic HRM.

 

 

Conclusion

Strategic Human Resource Management indicates how HRM is vital to organizational effectiveness. Hence organizations have to carefully design strategies and relate to human resources for effective utilization in achieving greater organizational performance. The human capital, practice, which has the kind of strategy, company, need to follow in terms of a larger performance and the pattern should be taken care of in maintaining strategic human resource management.



Reference list

iEduNote (2021) Strategic Human Resources Management. (online) Available from :https://www.iedunote.com/strategic-human-resource-management[Accessed 30.04.2021].

 

What is Human Resources Management. [online] Available from:http://www.whatishumanresource.com/strategic-human-resources-management [Accessed 30.04.2021].

Comments

  1. Hansika SamarakoonApril 30, 2021 at 10:10 AM

    SHRM aware the organization with new planned & consistent work framework according to their business needs and strategies and it uses to influence organization in various aspects.Organization need to be very critical while defining their Business Strategy, HR, Strategy, Goals, Context, Competitor and Stakeholder’s Demands.

    ReplyDelete
  2. HR ZONE JINODAMay 2, 2021 at 2:23 AM

    Good Topic Apsara and this is really valuable to exist with the today's world. some Global companies are using this SHRM to cater their employees and I like to share one example from Nissan-Tokyo, Japan .
    The company has blended the manufacturing techniques of the Japanese with the productivity of the British. This is often referred to as Kaizen and it permits the staff to perpetually improve on however things are done. Every worker is employed supported their drive and a talent and so inspired to boost their skills additional to be higher than the remainder.
    At Nissan, there are not any hidden salaries and therefore the staff are well paid. Leaders build their own groups that they see because the best for what they're allotted to try to do, with the concept that this applies supports the higher worker engagement and productivity.
    This approach has had nice success for Jewish calendar month. It puts the staff 1st whereas closely desegregation each time unit wants and therefore the company goals.

    ReplyDelete
  3. Maduka Udagama May 2, 2021 at 8:52 AM

    The Strategic Human Resource Management (SHRM) is important to an organization to improve employee skills while focusing on the business issues. SHRM involved in implementing new concepts for the managers, cross-cultural factors, economic trend transferring to other developing countries in the world. It reflects the contemporary challenges of human resource management.

    ReplyDelete
  4. Ranjana BandaraMay 3, 2021 at 6:23 AM

    Companies are more likely to be successful when all teams are working towards the same objectives. Strategic HR carries out analysis of employees and determines the actions required to increase their value to the company. Strategic human resource management also uses the results of this analysis to develop HR techniques to address employee weaknesses.

    ReplyDelete
  5. Tania De MelloMay 4, 2021 at 2:13 AM

    Strategic human resource management is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company.

    ReplyDelete
  6. HR Times- Isuru WijayalathMay 7, 2021 at 4:17 AM

    Strategic human resource management is very impotent to ensure that human resource management is fully integrated into strategic planning, that HRM policies cohere both across policy areas and across hierarchies and that HRM policies are accepted and used by line managers as part of their every day work, opines Guest.

    ReplyDelete

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