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  • Very Business Will Have The Goals and Targets. These Goals May Be

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    abhinav_dhingra_1
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    This document discusses strategic human resource management. It defines SHRM as relating human resource decisions like recruitment, training, and performance appraisal to an organization's strategic management. The goals of SHRM include achieving organizational goals through people and matching HR policies to business strategy. SHRM views employees as strategic resources to gain competitive advantage. It focuses HR programs, policies, and practices on deploying people to achieve goals and gain a competitive advantage.

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    This document discusses strategic human resource management. It defines SHRM as relating human resource decisions like recruitment, training, and performance appraisal to an organization's strategic management. The goals of SHRM include achieving organizational goals through people and matching HR policies to business strategy. SHRM views employees as strategic resources to gain competitive advantage. It focuses HR programs, policies, and practices on deploying people to achieve goals and gain a competitive advantage.

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    51 views5 pages

    Very Business Will Have The Goals and Targets. These Goals May Be

    Uploaded by

    abhinav_dhingra_1
    This document discusses strategic human resource management. It defines SHRM as relating human resource decisions like recruitment, training, and performance appraisal to an organization's strategic management. The goals of SHRM include achieving organizational goals through people and matching HR policies to business strategy. SHRM views employees as strategic resources to gain competitive advantage. It focuses HR programs, policies, and practices on deploying people to achieve goals and gain a competitive advantage.

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    of 5

    INTRODUCTION TO “ STRATEGIC HUMAN RESOURCES

    MANAGEMENT”
    Every business will have the goals and targets. These goals
    may be
    financial, operational, marketing, or human resources, but
    in order to achieve these goals, company should have
    some commitments. So, for every commitment it should
    be planned in a proper manner and this type of planning
    is called asstrategies.
    Strategies are those planned contents through which company
    can
    organize and ultimately achieving its goals are possible.
    DEFINITIONS
    Strategic Human Resources Management (SHRM) is
    concerned with
    the relationship betweenHRM and Strategic Management in an
    organization.
    Strategic Human Resources Management is an
    approach which relates to decisions about the nature of
    employment relationship, recruitment, training and
    development, performance appraisal.
    Wrightand McMahan defined Strategic Human Resources
    Management as “the pattern of planned human resource
    deployment and
    activities intended to enable the firm to achieve its goals”
    In
    the early 1970s witnessed the emergency of the term
    HRM as a replacement for personnel management. The
    main objective of HRM is to ensure the achievement of
    organizational goals through people.
    In the early 1980s saw the emergence and increase
    in the use of the term strategic HRM. The late 1980s and
    early 1990s witnessed a visible convergence between
    HRM and business strategy. In the 21st century this

    An integrated approach to the design and implementation of HR


    systems.
    --- Matching HRM policies and activities with the business
    strategy of the
    organization.
    ---Viewing people as strategic resources for the achievement of
    competitive
    advantage.
    COMPONENETS OFSHRM
    SHRM is mainly concerned with people issues
    and practices that affect or affected by the
    strategic plan of the organization. The critical
    issues facing an organization in contemporary
    environment are mainly human issues, such as
    ensuring the availability of people, retaining,
    motivating, and developing these resources.
    It focuses on organization’s human resources (people)
    as
    the primary sources of competitive advantage of the
    organization--- The activities highlight the HR
    programmes, policies, and practices as the mean
    through which the people of the organization can
    be deployed to gain competitive advantage.
    --- Thepattern andplan imply that there is a fit
    between HR strategy and the organization’s
    business strategy and between all of the HR
    activities.
    --- The people, practices, and planned pattern
    are all purposeful, that is, directed towards the
    achievement of the goals of organization.

    IMPORTANCE OF THE
    STUDY
    Liberalizationand privatization have brought about changes in
    the
    business environment, resulting in heightened competition
    and growth of the service sector. So, the most challenge
    for organizations comes with respect to the management
    of human resources to ensure the availability of sufficient
    number and quality of human resources at all times for the
    successful achievement of organizational objectives.
    The competitive advantage of a firm is no longer
    defined by the traditional factors of success, such as
    management of natural resources, technology, and
    economies of scale. Instead, a firm’s success today is
    defined by how well it manages its human resources, or
    how well it incorporates human resources management
    into its business strategy.
    While firms compete intensely to attract, retain, and
    motivate skilled and talented professionals, professionals
    expect and demand more from firms-more job
    satisfaction, better quality of work life and greater
    recognition, rewards, and compensation-and prefer
    mutuality and shared destiny over job security.
    Strategic human resources management is therefore, critical to
    a
    firm’s success in the contemporary business environment.

    http://books.google.co.in/books?
    id=ayTG6wmHQoIC&printsec=frontcover&dq=global
    +governance&source=bl&ots=gwL4JuU0Uh&sig=c8E
    PgqljPzF4jAkepjIcmcBaoHo&hl=en&ei=wQINTZyTL
    82HrAealNn9Cw&sa=X&oi=book_result&ct=result&r
    esnum=12&ved=0CHQQ6AEwCw#v=onepage&q&f=f
    alse
    http://www.slideworld.com/slideshows.aspx/Global-
    Corporate-Governance-Forum-ppt-107307

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