Strategic Human Resource Development

Running Head: Strategic Human Resource Development 0
Strategic
Human
Resource
Develop
ment
Report
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Strategic Human Resource Development 1
Introduction
Organization’s Strategic Human Resource Development (SHRD) is responsible for
employee learning to take long-term advantages using business strategies. Strategic framework
uses for SHRD development, implantation, and formation. SHRD is a development is responsive
to the business of company. It is need of an organization as other strategies are required for
success of organization (Jacobs & Washington, 2003).
This report will describe about the role of strategic HRD in an organization. Human
resource development is a necessary part of an organization. It will explain about the
formulation, evolution, and implementation of strategic HRD in an organization.
Key issues in an organization
A strategy is a process in which basic goals of the organization are set. An
organization uses their resources to accomplish those goals with the help of strategic
implementation of SHRD. It can be divided in two parts, which are emergent and deliberate
( Bobinski, 2004).
Emergent strategies are used in response to an evolving situation and deliberate strategies
are used to bring about by formulation and implementation. Strategic HRD are useful for
handling frequent changes in the organization. There are more stable and it they add value in the
implementation stages (GABČANOVÁ, 2011).
Strategic HRD is having external triggers, such as legislation, local and nation
government grants and initiatives, increasing globalization of market, product-market changes,
privatization, deregulation, and internationalization of business, and many others.
Characteristics of Strategic HRD
Internal triggers are stabilize and sustain Strategic HRD, such as skills shortage, changes
in organizational structure, systems, greater work diversity, culture of the organization, and many
others.

Strategic Human Resource Development 2
Strategic HRD is having some characteristic, which are as:
1. Integration with organisational missions and goals
2. Emphasis on evaluation
3. Top Management support
4. Recognition of Culture
5. Environmental scanning
6. Expanded Trainer role
7. HRD Policies and plans
8. Existence of complimentary HRM activities
9. Line Manager commitment and involvement
Strategic HRD is responsible for the integration of mission and objectives of an
organization. It has three steps to get the vision of organization, which is as:
 Vertical integration
 Strategy implementation – supporting role
 Strategy formation - shaping role
Source: ( Mayhew, 2019)