Dear Friends,
Strategic human recourse management has been a buzzword in management world. Intellectuals, management thinkers and professionals have been talking about this approach since long. A lot has been written and spoken and that too looks easy on paper.
Discharging the role of strategic partner in business by any HR professional is not that easy as normally understood. By understanding the reality of Indian business and its functioning style, it would not be out of place to mention that many HR departments are not even considered relevant and necessary for the purpose of sharing business strategies by persons sitting at the helm of affairs.
In spite of all these barriers and riders, HR professionals can't keep quiet and allow their function to lie on margins. After all, at the end of the day any business organization looks for financial success and HR strategy is one the means to attain this. Strategic HRM is not going to disappear. Many large organizations have implemented this concept and are enjoying the fruits of people effectiveness and productivity.
Strategic HRM is all about aligning business strategies and objectives with HR strategic interventions at each level so that HR helps to achieve the business plan through people. As the world of the business becoming more complex and challenging, HR professionals have no other alternative but to adopt strategic approach in their function to become a partner in success story of the business. The essence of HRM is that organizations derive their strategy from employees instead of imposing strategy upon them.
The real challenge lies before the HR is to translate and make line managers understand the business strategy and involve grass root employees so that all own the objectives and strategic path. HR also has to grow in multi dimensions to devise the HR strategy in respect of recruitment, deployment, motivation, engagement and retention of human resource.
BM November-11 issue cover feature discusses various shades of strategic HRM through articles by renowned management scholars and industry eminent HR practitioners, who have made this subject simple to understand and implement at organization level.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
Welcome to Business Manager | Home
From India, Delhi
181Strategic human recourse management has been a buzzword in management world. Intellectuals, management thinkers and professionals have been talking about this approach since long. A lot has been written and spoken and that too looks easy on paper.
Discharging the role of strategic partner in business by any HR professional is not that easy as normally understood. By understanding the reality of Indian business and its functioning style, it would not be out of place to mention that many HR departments are not even considered relevant and necessary for the purpose of sharing business strategies by persons sitting at the helm of affairs.
In spite of all these barriers and riders, HR professionals can't keep quiet and allow their function to lie on margins. After all, at the end of the day any business organization looks for financial success and HR strategy is one the means to attain this. Strategic HRM is not going to disappear. Many large organizations have implemented this concept and are enjoying the fruits of people effectiveness and productivity.
Strategic HRM is all about aligning business strategies and objectives with HR strategic interventions at each level so that HR helps to achieve the business plan through people. As the world of the business becoming more complex and challenging, HR professionals have no other alternative but to adopt strategic approach in their function to become a partner in success story of the business. The essence of HRM is that organizations derive their strategy from employees instead of imposing strategy upon them.
The real challenge lies before the HR is to translate and make line managers understand the business strategy and involve grass root employees so that all own the objectives and strategic path. HR also has to grow in multi dimensions to devise the HR strategy in respect of recruitment, deployment, motivation, engagement and retention of human resource.
BM November-11 issue cover feature discusses various shades of strategic HRM through articles by renowned management scholars and industry eminent HR practitioners, who have made this subject simple to understand and implement at organization level.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
Welcome to Business Manager | Home
From India, Delhi
Dear Anil
Very well written. In my opinion HR also needs to take initiative to put across to Management, contribution it can make to set and achive Business Goals, & while doing so HR should also be one of the business goals.
Kind Regards
Rajeev Nangia
From India, Gurgaon
Very well written. In my opinion HR also needs to take initiative to put across to Management, contribution it can make to set and achive Business Goals, & while doing so HR should also be one of the business goals.
Kind Regards
Rajeev Nangia
From India, Gurgaon
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