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Strategic Human Resource Management

Strategic human resource management (SHRM) is the process of linking a company's human resource function with its overall business strategy to improve performance. It involves developing organizational culture and competitive advantage through long-term HR activities like training personnel. The goals of SHRM include increasing employee productivity and identifying key areas where long-term HR strategies can boost overall employee motivation and productivity. Training and development is a core HR practice that can enhance competitive advantage by facilitating employee learning, skills, and attitudes to achieve organizational goals. Strategic training and development directly promotes business objectives by identifying, designing, and delivering training programs to make employees capable of adhering to the company's strategy.

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32 views

Strategic Human Resource Management

Strategic human resource management (SHRM) is the process of linking a company's human resource function with its overall business strategy to improve performance. It involves developing organizational culture and competitive advantage through long-term HR activities like training personnel. The goals of SHRM include increasing employee productivity and identifying key areas where long-term HR strategies can boost overall employee motivation and productivity. Training and development is a core HR practice that can enhance competitive advantage by facilitating employee learning, skills, and attitudes to achieve organizational goals. Strategic training and development directly promotes business objectives by identifying, designing, and delivering training programs to make employees capable of adhering to the company's strategy.

Uploaded by

aqsa hafeez
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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https://www.slideshare.

net/sanmankulkarni/hr-practices

https://www.emeraldinsight.com/doi/full/10.1108/SHR-03-2014-0023

Strategic Human Resource Management

1- SHRM is the process of linking human resource function with the strategic
objectives of organization in order to improve performance.
2- SHRM can be defined as the organizations action plan to align HRM with
strategic business objectives so that the competitive advantage can be
achieved through its skilled, committed and well-motivated workforce.
3- Promoting high performance workplaces and human capital management
4- Linking HR with organizational strategic goals to improve business
performance
5- SHRM also develops organizational culture and competitive advantage
6- SHRM is accepting and involving the HR function as a strategic partner in
formulation and implementation of the company’s strategies through HR
activities such as recruiting, selecting, training and rewarding personnel
7- It involves Long term objectives instead of focusing just on internal HR issues
8- The major focus is on addressing and solving problems that affect people
management programs in the long run
9- The primary goal of strategic HR is to increase employee productivity and to
identify key HR areas where strategies can be implemented in the long run
to improve the overall employee motivation along with productivity. 

Training and Development

1- Out of 9 elements of HR practices, Training and development is one


of the basic element.
2- Training and development is needed to enhance the competitive
advantage
3- Training is defined as set of activities to improve current job
performance by facilitating the learning, attitude and skills of
employees so that organizational goals can be achieved

Need of Training

 Market analysis
 Customer complaints
 Unsatisfactory customer survey ratings (CIS)
 Missed objectives and targets
 New facilities or technology

Training approaches

 Proactive approach
 Reactive Approach

Methods

 Classroom training
 Mentoring & coaching
 Case study
 Behavior modeling
 Role playing
 Apprenticeship training
 Simulations
 Business games
 In-basket training
 Distance learning & video conferencing
 Computer-based training ‰ Virtual reality
 E-learning
 On-the-job training (OJT)
Job rotation, Internships, coaching, job instruction training
 Off the job training

Strategic training and development

1- Development pertains to long-term planned efforts to enhance the


total growth of human resource that will in turn fulfill personal and
organizational goals

2- Strategic positioning of training and development directly promotes


organizational business goals and objectives.

3- The strategic training and development (ST&D) is all about


identifying, designing and delivering training programs to employees
to make them capable of delivering in accordance with business
strategy

4- It also involves the evaluation of the outcomes to check the


effectiveness of the training program based on planning to determine
whether the training was effective to its contribution to the business
strategy.

What are Strategic Learning Imperatives?

5- Diversify the learning portfolio


6- Expand the view of whom to train
7- Accelerate the pace of employee learning
8- Prepare employees to deal better with customers
9- Ensure that employees believe there are opportunities to learn and
grow
10- Effectively capture and share knowledge
11- Diagnose and modify the work environment to support transfer
and learning.

Outcomes

1- Increase productivity and quality of work


2- Increase profits
3- Reduce staff turnover and absenteeism
4- Improve customer satisfaction
5- Improve motivation

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