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Concept of Strategic Human Resource Management

Strategic Human Resource Management (SHRM) is an approach that aligns an organization's human resources with its strategic goals to enhance performance and competitiveness. It emphasizes the importance of human capital as valuable assets and integrates HR functions into the strategic planning process. Key objectives of SHRM include effective manpower planning, employee training, motivation, and maintaining positive industrial relations.

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18 views2 pages

Concept of Strategic Human Resource Management

Strategic Human Resource Management (SHRM) is an approach that aligns an organization's human resources with its strategic goals to enhance performance and competitiveness. It emphasizes the importance of human capital as valuable assets and integrates HR functions into the strategic planning process. Key objectives of SHRM include effective manpower planning, employee training, motivation, and maintaining positive industrial relations.

Uploaded by

ayenilo896
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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CONCEPT OF STRATEGIC HUMAN RESOURCE MANAGEMENT

The success of an organisation is heavily influenced by human resource management (HRM)


in the fast-paced business environment of today. Strategic Human Resource Management
(SHRM) is a modern approach to managing an organization’s human resources in a way that
aligns with its strategic goals. In simple terms, SHRM is about looking at HR functions not
just as operational tasks but as strategic drivers that influence the overall success of the
business.
Strategic Human Resource Management (SHRM) is a comprehensive approach to managing
an organization's human resources in alignment with its overall strategic goals and objectives.
It involves integrating human resource functions and activities into the strategic planning
process to maximize the effectiveness of the workforce and contribute to the organization's
long-term success.
Traditionally, HR management was focused on administrative tasks such as hiring, training,
payroll, and benefits administration. However, as organizations recognized the pivotal role
that human capital plays in achieving competitive advantage, the concept of SHRM emerged.
SHRM emphasizes the strategic importance of employees as valuable assets and seeks to
leverage their skills, knowledge, and abilities to gain a competitive edge in the market.
Strategic Human Resource Management (SHRM) is an approach to managing an
organization's human resources in a way that aligns with its overall business strategy and
goals. It involves integrating human resource management (HRM) practices and functions
with the strategic objectives of the organization. The primary aim of SHRM is to enhance
organizational performance, effectiveness, and competitiveness by effectively leveraging the
capabilities and potential of the workforce.
Strategic human resource management (SHRM) is a management methodology that entails
aligning HR policies and practices with the overarching strategic goals of the firm. This
organization aligns human resource management with its long-term goals. Strategic human
resource management (or HRM) is a paradigm that supports firms in aligning their long-term
goals with their people-centric strategy. It defines the roles and responsibilities of other
human resource management components, such as remuneration and performance, within the
framework of the enterprise’s overall strategy.
Features of Strategic Human Resource Management:
1. Strategic Human Resource Management is a top management function.
2. SHRM aims at achieving long term organisation objectives.
3. It involves accepting HR functions as a strategic partner in the formulation and the
implementation of cooperate strategic through HR activities.
4. Strategic HRM addresses issues and challenges like cooperative effectiveness,
changes in management, organisation structure etc.
5. It is concerned with allocation of resources to HR function matching with the
resources and capabilities of organisation.
6. It creates a work function, create a work culture.
7. It allows employment to work in a flexible environment with flexible time.
Objectives of Strategic Human Resource Management:
(1) To plan for manpower requirements for its business located in national and international
markets.
(2) To conduct scientific selection and appointment of employees for business operation of
right type and right in number.
(3) To train the employees on technology in use and working procedure for developing their
skills and knowledge.
(4) To place the employees at jobs according to their areas of specialization.
(5) To provide opportunities for the employees deserving on the scientific basis.
(6) To compensate employees according to their skills, experience and contributions.
(7) To maintain employees motivated, satisfied and cooperative in organisation.
(8) To improve industrial relations, industrial peace and harmony at workplace.
(9) To encourage employees for their cooperation, commitments and higher performance at
work.
(10) To contribute through manpower in improvement of organisational performance and
organisational effectiveness in business.
(11) To contribute in profitability, progress and image of the organisation.
(12) To stay competitive and effective in business for growth and excellence in global market.

For effective accomplishment of the objectives the Strategic HRM should keep in mind the
interests of all concerned parties or stakeholders in the organisation in designing its strategies.
The main stakeholders are employees, employer and management. The focus of SHRM
should be on human relations, regular development, empowerment of employees; leadership,
communication, welfare and security of employees, quality of work life.

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