Strategic Human Resource Management

Strategic Human Resource Management

Creating a fit between varied organizational factors is always a daunting task, but it has to be performed in order to move the organization forward in an organized and cohesive manner, what it does is that it removes ambiguities, clears the vision, helps develop a commitment to 'what needs to be attained', helps establish the necessary do and dont of the business, clears the air and bring things to normality, stops the blame game and most importantly figures out the responsibilities.

It is important that organizational strategy is clearly formulated, objectives clearly defined and means clearly elucidated, once this is done it adds to establishment of clear focus of direction, but when formulating a business strategy, organization must understand it current level, past experiences, and the resource capability.

For instance if the organizational strategy is new product/services development, now formulatig the hr strategy wont be as difficult, as hr practitioners would know the scope, and plans will have to be developed keeping in view and in radius of the set scope. Question is what hr strategies will stimulate the attainment of the aforementioned business strategy.

First it needs to be undersood what parts or features of business strategy HR could directly contribute to, once that is done, it set up the tone for remaining HR strategy, in this case business strategy is focused on research and development, HR would require capacity development of its rrsources, current level of skillset may not be substantial, training employees to impart learning about new technologies is a must,

Secondly the HR needs to provide mechanism where by the learning is implimented, this is not exclusive and will require the support of strategic level of the business, implimentation is a necessary ingridient as it would flourish the road for reflection, without which learning is not complete.

Furthermore it needs to be understood that different people learn through different methods, and all diverse methods are to be incorporated. Further it has to be emphasized that constant monitoring and evaluation of the hr and business strategy is quired, as it help in not to lose the focus and direction.

Human resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning.

As defined by Bulla and Scott (1994), human resource planning is 'the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements'. Reilly (2003) defined workforce planning as: 'A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand.' Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility ...