Strategic HRD: Formulation, Evolution, Implementation Report

This report provides a comprehensive overview of Strategic Human Resource Development (SHRD) and its crucial role in organizational success. It begins by defining SHRD and its integration with business strategies, emphasizing its importance in employee learning and long-term advantages. The report delves into the formulation, evolution, and implementation of SHRD, highlighting its responsiveness to organizational needs and its strategic framework. Key issues such as emergent and deliberate strategies, internal and external triggers, and the characteristics of effective SHRD are discussed. The report emphasizes the importance of integrating organizational missions and goals, top management support, environmental scanning, and the role of HRM. It explores leadership styles and their impact on job satisfaction and commitment, concluding that SHRD is essential for organizational performance and that good leaders and transformational leadership are vital for success. The report also provides insights into the role of HRM in strategic planning, employee development, and the impact of technology and innovation on leadership within organizations. The references provide a wide range of scholarly resources to support the research.

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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.

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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)

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Strategic HRD is highly responsible for the training of employees and other staff
members. Few organizations are not having systematic training. Therefore, they face many
issues in strategy formulation. Training cannot be isolated for one process. Training has provided
for implementation of corporate strategy to achieve goals and objectives of an organization.
Strategic HRD is used training and learning processes to shape strategy and there are processes
through which strategy has formulated.
Source: (Nfi, 2011)
Strategic HRD requires top management support to changes in the processes, which are
required changes. Top management should have active involvement in different processes of an
organization. In addition, stakeholders are playing a key role in strategic HRD.
The most important thing is leadership rather than just support. A good leader can change
all the processes and implement new things to achieve mission and objective of the organization.
Environmental scanning requires to analysis of external environment for opportunities
and threats of an organization and it is a continuous process of an organization. It is necessary to
all over growth of organization not only learning and development professionals. Senior manager

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should have leadership quality to manage different operations of organization in a proper way
with their skills as per strategy of HRD. In addition, gulf countries are having a strong strategic
HRD in their business. They are uses SHRD to implementation of organization, such as the
emirates (Achoui, 2009). HRD policies and plan must have a flow according to business
policies. They must integrate with business policies of the organization. After including with the
business policies, it is even more vital.
Culture of the organization is also affecting the strategies. Therefore, it is necessary to
recognize the culture of organization. Organization should aware about the cultural issues in
between employees. In addition, organization should develop a better corporate culture that is
enhancing growth of organization in term of productivity and performance (Hervas-Oliver,
2013).
Strategy HRD is emphasis on evolution of different business polices of an organization.
Evolution process provides an ultimate value to the organization in terms of improvement and
changes in the business processes. It is also cost effectiveness as it reduces cost effective
processes from different operations of organization (Chen & Huang, 2009).
Human Resources Management (HRM) department is a basic need of an organization to
strategic planning. Leadership is a quality in a leader that can resolve critical problems and
manage different issues in proper way. It is necessary thing to success of any organization that
they must have good leaders. Leadership affects the organization growth and management can
effetely use leadership to get success of organization (Bolman & Deal, 1991). A good leader is
having an art of thinking and he can reframe the issues and resolve them based on their skills
(Gilley, Dixon, & Gilley, 2008).
According to ( Bobinski, 2004), HRM department is having a vital role in growth of an
organization, but many organizations underutilized and misunderstood the power of HRM. There
are some specific reasons to include HRM in the planning process, which is as:
1. Selection and staffing; HRM is responsible to provide skilled and qualified
employees to organization.

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2. Organization development: HRM analyses the overall organization using different
perspectives and provide changes in those operations to development of organization
(whatishumanresource.com, 2019).
3. Training and development: training is necessary for new employees and staffs, which
is helpful to achieve its goals faster.
In present era, leadership has added a new skill that is technological change in their
thinking. It is a way to resolve problems based on the technological solutions of that problem
(Brown, 2017). According to (Cameron, 2012), positive leaders changes the culture of
organization from their motivation, and teamwork skills. They changes thinking of employees
and make them more positive for organization and it will effects on their performance.
In addition, Human resource is highly important part of an organization and they must
require a good leader to choose skilled persons, which are directly increases performance and
productivity of organisation ( Cherry, 2018). HRM role in an organization is strengthening the
relationship of employer-employee. However, HR mangers have many responsibilities, such as
evolving terminology and language, workplace safety and risk management, compensation and
benefits to employees, and many others ( Mayhew, 2019).
HRM is analyses the loopholes in the system and it will provide strategic planning based
on the analysis of organization. In addition, they provide good leaders to the organization for
better performance. In addition, leadership is having main styles, but it has main three styles,
which are autocratic, democratic, and Laissez-Faire leadership. However, According to (Lok &
Crawford, 2004), cross-national comparison is useful to identify the difference between different
theories of leadership. Leadership is affecting on job satisfaction and job commitment.
Autocratic leadership Democratic leadership Laissez-Faire leadership
It extreme form of
transactional leadership
In this style, leaders make the
final decisions
It follows ‘leave it be’ concept
In this, leaders are having
more power over its people
In this, leaders include people
in the decision-making
process
In this, people are having their
choice to work on their own

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Furthermore, in an organisation, leadership, innovation, and technology are matters a lot
in its success and growth in existing market (Johnston & Marshall, 2013).
Conclusion
In conclusion, strategic HRD is responsible for many things that affect the development
of an organization. Formulation and implementation of strategies based on the business policies
of an organization. HRD is a responsible department in an organization to provide strategic
planning, which is used to overcome the risks of the organization and improve performance and
profitability of organization. Leaderships is having many styles but it is depends on the skills of a
good leader. This report has described about the key issues and compression between different
leadership styles. It has also explained about the role of leadership in organization performance
through human resource department.
Finally, it is concluded that strategic HRD is having a key role in success of an
organization. An organization is having good leaders that are important part of strategic HRD.
Transformational leadership is beneficial for the organization, which increases ability of
employees to work hard and enhance their performance to complete their targets.

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References
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hr-in-strategic-planning/
Cherry, K. (2018). Leadership Styles and Frameworks You Should Know. Retrieved January 13,
2019, from https://www.verywellmind.com/leadership-styles-2795312
Mayhew, R. (2019, February 6). The Strategic Role of Human Resource Managers. Retrieved
from smallbusiness.chron.com: https://smallbusiness.chron.com/strategic-role-human-
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Achoui, M. M. (2009). Human resource development in Gulf countries: an analysis of the trends
and challenges facing Saudi Arabia. Human Resource Development International,, 12(1),
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Bolman, L. G., & Deal, T. E. (1991). Leadership and management effectiveness: A multi‐frame,
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https://www.forbes.com/sites/forbestechcouncil/2017/08/14/how-technology-leaders-can-
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Cameron, K. (2012). Positive leadership: Strategies for extraordinary performance (2nd ed.).
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GABČANOVÁ, I. (2011). The employees–the most important asset in the organizations. Human
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Gilley, A., Dixon, P., & Gilley, J. (2008). Characteristics of leadership effectiveness:
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