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    Strategic Human Resource Management: Mba Iv Sem

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    Madhukar Saxena
    Strategic human resource management links human resource functions with an organization's strategic goals and objectives. It aims to improve business performance and develop organizational cultures that foster innovation and flexibility. SHRM ensures that HR policies are integrated with business strategy and adjusted to meet strategic needs. It also aims to align HR practices with strategic goals across hierarchies. SHRM is important as it identifies external opportunities and threats, provides a strategic vision, supplies competitive intelligence, plays a vital role in recruiting and motivating employees, addresses people development, analyzes strengths and weaknesses, meets customer expectations, and ensures high productivity and profits through competency.

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    Strategic Human Resource Management: Mba Iv Sem

    Uploaded by

    Madhukar Saxena
    89 views6 pages
    Strategic human resource management links human resource functions with an organization's strategic goals and objectives. It aims to improve business performance and develop organizational cultures that foster innovation and flexibility. SHRM ensures that HR policies are integrated with business strategy and adjusted to meet strategic needs. It also aims to align HR practices with strategic goals across hierarchies. SHRM is important as it identifies external opportunities and threats, provides a strategic vision, supplies competitive intelligence, plays a vital role in recruiting and motivating employees, addresses people development, analyzes strengths and weaknesses, meets customer expectations, and ensures high productivity and profits through competency.

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    Strategic human resource management links human resource functions with an organization's strategic goals and objectives. It aims to improve business performance and develop organizational cultures that foster innovation and flexibility. SHRM ensures that HR policies are integrated with business strategy and adjusted to meet strategic needs. It also aims to align HR practices with strategic goals across hierarchies. SHRM is important as it identifies external opportunities and threats, provides a strategic vision, supplies competitive intelligence, plays a vital role in recruiting and motivating employees, addresses people development, analyzes strengths and weaknesses, meets customer expectations, and ensures high productivity and profits through competency.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    89 views6 pages

    Strategic Human Resource Management: Mba Iv Sem

    Uploaded by

    Madhukar Saxena
    Strategic human resource management links human resource functions with an organization's strategic goals and objectives. It aims to improve business performance and develop organizational cultures that foster innovation and flexibility. SHRM ensures that HR policies are integrated with business strategy and adjusted to meet strategic needs. It also aims to align HR practices with strategic goals across hierarchies. SHRM is important as it identifies external opportunities and threats, provides a strategic vision, supplies competitive intelligence, plays a vital role in recruiting and motivating employees, addresses people development, analyzes strengths and weaknesses, meets customer expectations, and ensures high productivity and profits through competency.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 6

    Strategic

    Human Resource
    Management

    MBA IV SEM

    By
    Madhukar Saxena
    Defining the term Strategy
    The term strategy is derived from Greek word strategus, which means
    commander+–in-chief‟, was first used in the English language in 1656.
    Strategy is a plan that you use in order to achieve something
    लक्ष् य प्राप्ति कराने वाली योजना, रणनीति, रण योजना
    Strategy is a general plan to achieve one or more long-term or overall goals under
    conditions of uncertainty.
    In management context, the word “strategy‟ has now replaced the more traditional
    term-long-term planning- to denote a specific pattern of decisions and actions
    undertaken by the top level of organization in order to accomplish performance
    goals.
    Strategy is a plan or course of action or a set of decisions and rules that make a
    pattern of organization’s activities which move an organization from its current
    position to desired future state.
    Strategy operates at several levels. Mainly, strategies are formulated at the
    Corporate level, SBU (or business) level, and Functional level. Besides these,
    societal strategies on the top and operational strategies at the bottom are also
    sometimes specified.
    Strategic Human Resource Management
    In today‟s flattened, downsized and responsive organizations, highly trained and
    committed employees –not machines- are often a firm‟s best competitive key.
    People are the key‟ to their success.
    Most companies believe that HR rather than financial or technological resources
    can offer a competitive advantage. Thus sources of competitive advantage have
    shifted from financial resources to technological resources and now to human
    capital. To gain a competitive advantage from the human capital, there is a growing
    importance to think HRM from strategic point of view and to relate HR strategy
    with the overall corporate and business strategy.
    Therefore Strategic HRM has been defined as the linking of HRM with strategic
    goals and objectives in order to improve business performance and develop
    organizational cultures that foster innovation and flexibility.
    According to Jeffery A. Mello, “The development of a consistent, aligned
    collection of practices, program and policies to facilitate the achievement of the
    organizational strategic objectives.”
    Strategic Human Resource Management
    According to Schuler, “Strategic human resources management is largely about
    integration and adaptation. Its concern is to ensure that:
    (1) human resources(HR)management is fully integrated with strategy and the
    strategic needs of the firm;
    (2) HR policies cohere both across policy areas and across hierarchies; and
    (3) HR practices are adjusted , accepted and used by line managers and employees
    as part of their everyday work.”

    According to Truss &Graton, “SHRM is defined as the linking of HRM with


    strategic goals and objectives in order to improve business performance and
    develop organizational cultures that foster innovation and flexibility.”

    Thus, SHRM, in general can be defined as the process of linking the human
    resource functions with the strategic objectives of the organization in order to
    improve performance
    Importance of SHRM
    Identifies & analyzes external opportunities and threats that may be
    crucial to the company‟s success.
    Provides a clear business strategy and vision for the future.
    Supplies competitive intelligence that may be useful in the strategic
    planning process.
    Plays vital role in recruiting, retaining and motivating manpower.
    Ensures that people development issues are addressed systematically.
    Supplies information regarding the company‟s internal strengths and
    weaknesses.
    Meets the expectations of the customers effectively.
    Ensures high productivity. Ensures business surplus through competency
    Difference Between Traditional and Strategic Human Resources

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