Each of these aspects has its own part within the overall strategic plan of the organization: Staffing includes the development of a strategic plan to determine how many people you might need to hire. Based on the strategic plan, HRM then performs the hiring process to recruit and select the right people for the right jobs.
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. 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.Aug 23, · Strategic human resource management is the proactive management of people.
It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company.
Introduction. Human resource management (HRM) professionals use the term “strategic human resource management” to convey their thinking that effective strategic . Strategic human resource management focuses on human resource programs with long-term objectives. Instead of focusing on internal human resource issues, the focus is on addressing and solving problems that effect people management programs in the long run and often globally.
Strategic human resource management then is the process of using HR techniques, like training, recruitment, compensation, and employee relations to create a stronger organization, one employee at a time. Example of Strategic HRM. Suppose a customer service department is really struggling with turnover and retention.
Strategic HRM is a process that involves the use of overarching approaches to the development of HR strategies, which are integrated vertically with the business strategy and horizontally with one another.
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