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    Strategic Human Resource Management (SHRM)

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    Parul Gupta
    Strategic human resource management (SHRM) refers to aligning human resource policies and practices with organizational strategy and goals. It involves analyzing the external environment, establishing organizational direction, formulating HR strategies to fit organizational capabilities and the environment, implementing strategies, and controlling strategic performance. Benefits include providing clear goals and direction, developing a high-quality workforce, achieving competitive advantage, and optimizing resource utilization. Barriers include lack of long-term orientation and strategic reasoning, insufficient support, and resistance to change. Overcoming challenges requires thorough analysis, gaining support, communicating goals, assessing and removing barriers, and following up on HR practices.

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    © All Rights Reserved
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    Strategic Human Resource Management (SHRM)

    Uploaded by

    Parul Gupta
    167 views14 pages
    Strategic human resource management (SHRM) refers to aligning human resource policies and practices with organizational strategy and goals. It involves analyzing the external environment, establishing organizational direction, formulating HR strategies to fit organizational capabilities and the environment, implementing strategies, and controlling strategic performance. Benefits include providing clear goals and direction, developing a high-quality workforce, achieving competitive advantage, and optimizing resource utilization. Barriers include lack of long-term orientation and strategic reasoning, insufficient support, and resistance to change. Overcoming challenges requires thorough analysis, gaining support, communicating goals, assessing and removing barriers, and following up on HR practices.

    Original Description:

    SHRM BBA

    Original Title

    Strategic Human Resource Management (Shrm)

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    Strategic human resource management (SHRM) refers to aligning human resource policies and practices with organizational strategy and goals. It involves analyzing the external environment, establishing organizational direction, formulating HR strategies to fit organizational capabilities and the environment, implementing strategies, and controlling strategic performance. Benefits include providing clear goals and direction, developing a high-quality workforce, achieving competitive advantage, and optimizing resource utilization. Barriers include lack of long-term orientation and strategic reasoning, insufficient support, and resistance to change. Overcoming challenges requires thorough analysis, gaining support, communicating goals, assessing and removing barriers, and following up on HR practices.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    167 views14 pages

    Strategic Human Resource Management (SHRM)

    Uploaded by

    Parul Gupta
    Strategic human resource management (SHRM) refers to aligning human resource policies and practices with organizational strategy and goals. It involves analyzing the external environment, establishing organizational direction, formulating HR strategies to fit organizational capabilities and the environment, implementing strategies, and controlling strategic performance. Benefits include providing clear goals and direction, developing a high-quality workforce, achieving competitive advantage, and optimizing resource utilization. Barriers include lack of long-term orientation and strategic reasoning, insufficient support, and resistance to change. Overcoming challenges requires thorough analysis, gaining support, communicating goals, assessing and removing barriers, and following up on HR practices.

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    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 14

    STRATEGIC HUMAN RESOURCE MANAGEMENT

    SHRM= Strategic + HRM

    1–1
    Strategy

    “The company’s long-term plan for how it will


    balance its internal strengths and weaknesses with
    its external opportunities and threats to maintain
    a competitive advantage”
    -Gary Dessler & Biju Varkkey

    1–2
    HRM

    “ HRM means an integrated strategy devised for the


    effective utilization of human resources for the
    achievement of organizational objectives and
    goals”

    1–3
    STRATEGIC HRM

    “Strategic HRM refers to formulating and


    executing HR systems-HR policies and practices
    that produce the employee competencies and
    behaviors the company needs to achieve its
    organizational goals”
    -Gary Dessler & Biju Varkkey

    Where we are? Where we want to reach? How


    we will reach there?
    1–4
    Examples

     GlaxoSmithKline:
    We want GSK to be a place where the best people
    do their best work.

     B&Q: (Block & Quayle)


    * Enhance employee commitment and minimize
    the loss of B&Q’s best people.
    * Position B&Q as one of the best employers in
    the UK.

    1–5
    Characteristics of SHRM

    • Long termed focus


    • Associated with goal setting
    • Focus on both internal and external customers
    • Fosters optimum utilization of human resources.
    • SHRM elevates the status of human resources

    1–6
    Traditional HR versus Strategic HR

    1–7
    The Process of Strategic Human Resource
    Management
    Strategic analysis
    – Environmental analysis
    – Establish organizational direction
    Strategy formulation
    – Best fit approach
    –Best practice approach
    –Resource based view
    – HR strategies fit with organizational strategies,
    capabilities, characteristics, and enviornment
    Strategy implementation
    Strategic control 1–8
    1–9
    Process of Strategic Management

    1–10
    Benefits of a Strategic Approach to HR

    • Provide clear cut goals, direction, and future


    focus.
    • Facilitates development of high-quality workforce
    through focus on types of people & skills needed.
    • Helps in achieving competitive advantage.
    • Facilitates cost-effective and optimum utilization
    of labor, particularly in service industries where
    labor is generally greatest cost.
    • Facilitates planning & assessment of
    environmental uncertainty & adaptation of
    organization to external forces.
    1–11
    Benefits of Strategic HRM

    1–12
    Barriers of Strategic HRM

    • Absence of long-term orientation


    • Lack of Strategic Reasoning
    • Lack of adequate support from Top Management
    • Resistance from labor unions
    • Fear of failures
    • Rigidity of HR practices
    • Fear of attrition
    • Perception of human assets as high risk
    investment
    • Lack of measurable techniques
    1–13
    Overcoming Challenges of SHRM:

    • Conduct a rigorous initial analysis


    • Gain Support
    • Explicit communication of goals
    • Assess and remove barriers
    • Develop HPWS
    • Follow-up and Measure HR practices

    1–14

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