Strategy is a multi-dimensional concept going well beyond traditional competitive strategy concepts.
Organizational strategies are all linked to achieving its long term objectives - long term survival. Important to consider are the organizations' core competencies. That's where its Human Capital comes into play.
The more effective its people are, the better it is positioned to achieve the strategic goals in relation to its internal and external environments, of course.
In my opinion, SHRM, is more about strategically aligning an organization's human capital to the business objectives and financial goals of the organization. This covers a wide range of activities from organizational positioning reputation as an organization of choice for prospective employees in its reward systems, recruitment, training and development of employees an objective not only targeted toward better customer service, but also for the retention of the firm's best performers.
One aligns an "HR strategy" to achieve these.
The key to this is knowing what are our labor costs? What is the quality of our customer service versus that of our competitors? What is our quality versus the industry norm?
There are many more questions, but it's about the business model, not about employees. I didn't see any of that mentioned above. Most of the stuff above was about employees and thus, "tactical HR".
Managers should then plan for the right quantity and quality of human resources that will enable the organization to realize its objective. Depending on circumstances and factors prevailing in the organization, that may lead to expansion or reduction of workforce, redeployment or enrichment of certain jobs.
Human resource planning does not always translate into hiring of new employees. I just want to add a few comments that may broaden our understanding or trigger debate.
Strategic human resource management is obviously directed at achieving organisational objectives.
Strategic human resource management (SHRM) is an approach to the practice of human resources that addresses business challenges and makes a direct contribution to long-term objectives. The primary principle of SHRM is to improve business performance and uphold a culture that inspires innovation and works unremittingly to gain a competitive. Strategic human resources management (SHRM) is the comprehensive set of mana- gerial activities and tasks related to developing and maintaining a qualified workforce. This workforce contributes to organizational effectiveness, as defined by the organization’s. Strategic human resource management includes typical human resource components such as hiring, discipline, and payroll, and also involves working with employees in a collaborative manner to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer.
While it is directed by organisational strategy which may change depending on whether the organization is expanding activities, developing a new product or reorganising its activitiesstrategic human resource management must be an ongoing activity. Management must continuously scan the human resource environment in order to identify developments that can either enhance or threaten its survival.
Managers must be proactive and cannot wait for things to happen first.
Strategic human resource managers, for example, study workers' habits, needs, tastes and so on in order to predict their workers possible actions and movements and the impact these will have on the organization.
Very helpful and interesting.
Thank you very much. However, I've been trying to find some info on the founding fathers of HRM. Planning is the process by which management determines how an organization should move from its current manpower position to its desired manpower position. P objectives is to connect the H.
P with organization planning which means the organization strives to have the right kind of people at the right places at the right time doing things which results in a benefit to the organization through the help of the Human Resource department.Strategic Human Resource Management: Defining the Field Graeme Salaman, John Storey and Jon Billsberry 1 The significance of Strategic Human Resource Management.
The Society for Human Resource Management (SHRM) is the world’s largest HR association, with , members creating better workplaces. You may be trying to access this site from a secured.
An approach to managing human resources, strategic human resource management supports long-term business goals and outcomes with a strategic framework.
It focuses on longer-term resourcing issues within the context of an organisation's goals and the evolving nature of work, and informs other HR.
Strategic human resource management (SHRM) is an approach to the practice of human resources that addresses business challenges and makes a direct contribution to long-term objectives.
The primary principle of SHRM is to improve business performance and uphold a culture that inspires innovation and works unremittingly to gain a competitive. Strategic Human Resource Management (SHRM) has been, and remains, one of the most powerful and influential ideas to have emerged in the field of business and .
Strategic human resource management (strategic HRM) is an approach to managing human resources that supports long-term business goals and outcomes with a strategic framework. The approach focuses on longer-term people issues, matching resources to future needs, and macro-concerns about structure, quality, culture, values and commitment.