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In short, it is aligning business goals to employees' work-related objectives. This mainly looks at achieving long-term objectives. This requires visionary thinking and objective assessment for every decision-making.
RAM Akella
Head - Strategic HR
Hindustan Arabian Corp.
From India, Delhi
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RAM Akella
Head - Strategic HR
Hindustan Arabian Corp.
From India, Delhi
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In single line, systematic analysis of the factors associated with customers and organization to provide the basis for rethinking the current management practices.
From India, New Delhi
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From India, New Delhi
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Strategic human resource management is the proactive management of people. It requires thinking ahead and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. This can affect the way things are done at a business site, improving everything from hiring practices and employee training programs to assessment techniques and discipline.
Companies that work hard to meet the needs of their employees can cultivate a work atmosphere conducive to productivity. Human resource management is the best way to achieve this. Being able to plan for the needs of employees by thinking ahead can help to improve the rate of skilled employees who choose to remain working for a company. Improving the employee retention rate can reduce the money companies spend on finding and training new employees.
When creating a human resources plan, it is important to consider what employees may want or need and what the company can reasonably supply. A larger company can usually afford training and benefit programs that smaller companies cannot offer. This does not mean that a smaller company should not engage in strategic human resource management. Providing specialized on-site training, even if provided by senior members of the company, and offering one-on-one assessment and coaching sessions, can help employees reach peak performance rates.
An important aspect of strategic human resource management is employee development. This process begins when a company is recruiting and interviewing prospective employees. Improved interviewing techniques can help to weed out applicants that may not be a good match for the company.
After being hired, a strong training and mentoring program can help a new member of the staff get up to speed on company policies and any current or ongoing projects they will be working on. To help employees perform at their best, a company can follow up with continual training programs, coaching, and regular assessment. Investing in the development of its employees can allow a company to produce more consistent products.
From India, Bangalore
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Companies that work hard to meet the needs of their employees can cultivate a work atmosphere conducive to productivity. Human resource management is the best way to achieve this. Being able to plan for the needs of employees by thinking ahead can help to improve the rate of skilled employees who choose to remain working for a company. Improving the employee retention rate can reduce the money companies spend on finding and training new employees.
When creating a human resources plan, it is important to consider what employees may want or need and what the company can reasonably supply. A larger company can usually afford training and benefit programs that smaller companies cannot offer. This does not mean that a smaller company should not engage in strategic human resource management. Providing specialized on-site training, even if provided by senior members of the company, and offering one-on-one assessment and coaching sessions, can help employees reach peak performance rates.
An important aspect of strategic human resource management is employee development. This process begins when a company is recruiting and interviewing prospective employees. Improved interviewing techniques can help to weed out applicants that may not be a good match for the company.
After being hired, a strong training and mentoring program can help a new member of the staff get up to speed on company policies and any current or ongoing projects they will be working on. To help employees perform at their best, a company can follow up with continual training programs, coaching, and regular assessment. Investing in the development of its employees can allow a company to produce more consistent products.
From India, Bangalore
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Dear Neha,
Below is the information about strategic HR. This information has been gathered through online sources, including various EBooks where you can find the required information. In the future, please conduct the necessary research before posting questions in the forum.
Regards,
Octavious
Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives to improve business performance and develop an organizational culture that fosters innovation, flexibility, and competitive advantage. In an organization, SHRM involves accepting and involving the HR function as a strategic partner in formulating and implementing the company's strategies through HR activities such as recruiting, selecting, training, and rewarding personnel.
The key features of Strategic HRM are:
- There is an explicit linkage between HR policy and practices and the overall organizational strategic aims and the organizational environment.
- There is an organizing schema linking individual HR interventions so that they are mutually supportive.
- Much of the responsibility for the management of human resources is devolved down the line.
Benefits of a Strategic Approach to HR:
- Facilitates the development of a high-quality workforce through a focus on the types of people and skills needed.
- Facilitates cost-effective utilization of labor, particularly in service industries where labor is generally the greatest cost.
- Facilitates planning and assessment of environmental uncertainty, and adaptation of the organization to external forces.
- Successful SHRM efforts begin with the identification of strategic needs.
- Employee participation is critical to linking strategy and HR practices.
- Strategic HR depends on a systematic and analytical mindset.
- Corporate HR departments can have an impact on the organization's efforts to launch strategic initiatives.
From India, Mumbai
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Below is the information about strategic HR. This information has been gathered through online sources, including various EBooks where you can find the required information. In the future, please conduct the necessary research before posting questions in the forum.
Regards,
Octavious
Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives to improve business performance and develop an organizational culture that fosters innovation, flexibility, and competitive advantage. In an organization, SHRM involves accepting and involving the HR function as a strategic partner in formulating and implementing the company's strategies through HR activities such as recruiting, selecting, training, and rewarding personnel.
The key features of Strategic HRM are:
- There is an explicit linkage between HR policy and practices and the overall organizational strategic aims and the organizational environment.
- There is an organizing schema linking individual HR interventions so that they are mutually supportive.
- Much of the responsibility for the management of human resources is devolved down the line.
Benefits of a Strategic Approach to HR:
- Facilitates the development of a high-quality workforce through a focus on the types of people and skills needed.
- Facilitates cost-effective utilization of labor, particularly in service industries where labor is generally the greatest cost.
- Facilitates planning and assessment of environmental uncertainty, and adaptation of the organization to external forces.
- Successful SHRM efforts begin with the identification of strategic needs.
- Employee participation is critical to linking strategy and HR practices.
- Strategic HR depends on a systematic and analytical mindset.
- Corporate HR departments can have an impact on the organization's efforts to launch strategic initiatives.
From India, Mumbai
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Employee Development - PPT 9.ppt
Developing a HRM Strategy.doc