Strategic HRM

Strategic Human Resource Management



Strategic Human Resource Management

Introduction

Strategic Human Resource Management is very broad concept which is designed to facilitate companies to best meet the requirements and needs of their workforce and employees as promoting goals of the company. Human resource management is an arrangement which deals with every aspect of business that influence and has its impact on employees, for instance recruiting, hiring, firing, benefits, pay, administration and training. It also presents work incentives, sick or vacation days and safety procedure information (Wielemaker and Flint, 2005, pp. 264).

This field has been defined as 'the pattern of planned human resource deployments and activities intended to enable an organization achieve its goals' or 'organizational systems intended to achieve competitive advantage through people' Both definitions reinforce the notion that HRM practices create valuable resources within the firm that are capable of producing competitive advantage through people. (Andersen et al, 2007.168).Indeed, more than two decades of research has accumulated a vast body of knowledge which suggests that HRM practices that impact the motivation, knowledge, skills, and behaviors of employees lead to better employee, organizational, and financial outcomes (Ruona, 2004, pp. 66).

Corporate and HR strategy

Strategic human resource management involves thinking ahead and scheduling and planning ways for an organization to meet the requirements and needs of its employees and for them to best meet the requirements of an organization. It can have affect in all the way things are done at business, developing and improving each and everything from practices of hiring to training programs of employees to evaluation techniques and discipline.

Corporate strategies basically deal with the purpose and scope of the business as a whole in order to meet the expectations of the stakeholders. It is very important as it is highly affected by investors and stakeholders in the business and behaves to direct strategic decision making in business as a whole. Whereas, human resource strategy is applied on the organizational level and supports a common approach to the strategic human resource management which mostly focused on the long term issue of people and comprehensive concerns about values, culture, quality, structure, commitment and the future needs (Heil & Stephens, 2000, pp. 152).

Integration between the elements of corporate strategy and HR strategy has its significant importance for an organization in securing and developing its human resource and planning to deliver the best and meet the expectation of the stakeholders and achieving sustainable competitive advantage.

Synchronization in overall department is very crucial for any business from the top level management to the operational level. The decisions are made on the corporate level to decide on what business to enter and what business is required to keep in the portfolio. Gradually, more and more questions have been raised regarding value that each business group adds to individual business, and most of the groups have stressed on HR for an area to change.

Key concepts and models of SHRM and SHRD

Human resource management in organization has mostly emerged to be inarticulate and indiscriminant without any connection with the organizational ...