Strategic Human Resource Management and HR Planning Personal Response

This assignment presents a student's personal reflection on key concepts from a human resource management seminar, focusing on strategic human resource management and human resource planning. The response highlights the increasing competitiveness of businesses and the evolving, strategic role of HR managers in linking organizational goals with shareholder value. It discusses the integration of business strategy into HRM, emphasizing the importance of recruiting and retaining talented employees, and the crucial role of HR managers in performance management. The student reflects on the challenges of providing effective employee training programs and the importance of employee engagement strategies for retention and motivation. The response is supported by references to academic literature in the field of human resource management.

Running Head: HUMAN RESOURCE MANAGEMENT 1
Human Resource Management

Human Resource Management 2
Personal Response
In the seminar one training session, we studied two main modules, namely, strategic
human resource management and human resource planning. In the present world, the businesses
have become much more competitive and profit focused. The role of the HR managers has
become much more engaging and strategic (Armstrong, 2010). They are crucial in developing
the human resources of an organization and have an integral part in resource planning and
achieving the objectives of the organization. The HR manager has several diversified roles in a
business organization and they are crucial in linking the organization’s goals with the
shareholder value of the organization. The strategic management refers to the process of
integrating business strategy in the human resource management (Fottler, Khatri & Savage,
2010). It is used to analyze the human resource requirements in an organization and fulfill it for
longer duration. It also analyzes the requirements for the technical skills and the makes
provisions to fulfill them.
In the present world, strategic HRM is considered crucial in the growth of business
organizations as they have the responsibility of recruiting and retaining the talented workforce in
the organization (Harzing & Pinnington, 2010). They also work in close association with line
managers and both of them are responsible in the performance management and taking crucial
business decisions. A business organization can achieve superior competitive advantage over its
competitors by developing its resources, capabilities and competitive power and the HR manager
plays a crucial role in it (Regis, 2008).
Other than that, I also learnt the importance of planning process in the human resource
management. It is important for the HR manager to forecast the human resource demands and
develop strategy to fulfill them. The HR manager also needs to retain the employees within the
organization. During my tenure with an organization wherein I worked as an associate HR
manager, the most challenging part was providing appropriate training to the employees (Martin,
2010). The employees should be provided training to remain competitive with the current market
trends. It is important to design the training programs such that they impart maximum knowledge
and skills to the employees (Snell, Morris & Bohlander, 2015). Therefore, designing the
employee training program is quite challenging for the organization. The training program may
focus on diverse skills which include soft skills, technical skills or additional course (Reilly &
Williams, 2016). Other than that, I also realized that retaining the employees within the
organization is also challenging for the organization (Wilton, 2010). The business organization
needs to demonstrate that it care for the employees so that they remain engaged within the
organization.
During this module, I realized that employee engagement strategies are important for an
organization as they are crucial in retaining the employees and keeping them motivated in the
organization. The employee engagement strategies are crucial in increasing the productivity of
the organization and assist the organization in achieving the objectives of the organization.

Human Resource Management 3
References
Armstrong, M. (2010). Armstrong's Essential Human Resource Management Practice: A Guide
to People Management. Kogan Page Publishers.
Fottler, M.D., Khatri, N., & Savage, G.T. (2010). Strategic Human Resource Management in
Health Care. Emerald Group Publishing.
Harzing, W., & Pinnington, A. (2010). International Human Resource Management. SAGE.
Martin, J. (2010). Key Concepts in Human Resource Management. SAGE.
Regis, R. (2008). Strategic Human Resource Management and Development. Excel Books.
Reilly, P., & Williams, T. (2016). Strategic HR: Building the Capability to Deliver. CRC Press.
Snell, S.A., Morris, S., & Bohlander, G.W. (2015). Managing Human Resources. Cengage
Learning.
Wilton, N. (2010). An Introduction to Human Resource Management. SAGE.