Strategic Human Resource Management - Desklib

STRATEGIC HUMAN RESOURCE
MANAGEMENT
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Nature of Strategic HRM
■ Long Term Focus- As business approaches have a long-term
direction, so aim of SHRM is also continuing in nature.
■ Associated with goal setting- It is largely associated with
establishment of goals, policy and delegation of assets at top
level administration
■ Interwoven with business approaches- There is link amongst
business approaches and SHRM
■ Helps in developing corporate eminence- SHRM considers
workforce as imperative future of an organization and based
on that it differentiates the organization from its competitors
(Gratton., Hailey., Stiles and Truss 1999).

Importance of SHRM
■ Helps in identification, prioritization and
exploitation of opportunities.
■ Provides equitable outlook of management
concerns
■ Permits vital decision to guide determined
purposes
■ Helps in efficacious delegation of time and assets
in order to identify opportunities

Features of HRM approach
Primary feature of HRM is to explore and improve the expertise of resources working in an
organization and help in improving quality, efficaciousness, productivities and fulfilment.
HRM helps to solve problem or disagreements which the staffs face and helps to maintain
discipline.
■ Models of HRM
■ Contingency model: It states that there is no defined manner of guiding a
firm as the model which is efficacious in one circumstance may not be useful
in other. Hence, suitable model to be utilized depends on circumstance being
encountered which also relies on the internal and external barriers.
■ The best practice model: the model states to recognize suitable approach,
gain engagement from top level, execute suitable approach and then create
standard for recognizing employees.
■ Harvard Framework: It states that HR standards are influenced by
situational attributes and stakeholder interests. It also emphasize that
managers can influence different aspects by the procedures they select
which involves 4 Cs namely competence, congruence, commitment and cost-
effectiveness.
■ Guest’s Model: It emphasizes on six elements which are HRM approach,
HRM exercises, HRM results, behavioral consequences, performance results
and financial results.

Activities of HRM
■ Selection and recruitment- It is associated with the recruitment of workforce
■ Training and Development- It helps in arranging for skill development of the
workforce
■ Human Resource Planning- The main functions of HRP are anticipating future
and avoid predicted problems.
■ Performance Appraisals- It helps in taking decisions related to transfer and
promotion of workforce in a firm.
■ Motivation- It helps in motivating the human resources of the organization.
■ Health, safety and security- It helps in ensuring the promotion of safety and
security in the workplace and ensuring good health of the employees.
■ Wage and salary administration- It helps in administration of the wages and
salary and in turn motivating them.
■ Job Analysis- It helps in providing knowledge regarding manpower planning.

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