Strategic HRM - Analysis
Introduction - Strategic Human Resource Management (SHRM)Today the organizations operate in a very dynamic environment. The external and internal forces are constantly changing the rules of the game, to face these changes the organizations and businesses must develop new strategies to remain competitive. Changes in strategies determine the direction of each division within firm including HRM. Before we discuss about SHRM, it is necessary to understand the concept of Human Resource Management (HRM). In simple terms HRM is a variety of tasks associated with acquiring, training, developing, motivating, organizing and maintaining human employees in an organization. HRM is a managerial concept which deals wit personnel, hiring and firing employees, employee skill set and several other human related policies and procedures in an organizations. HRM plays a very vital role in all the operations of the organization. In recent years, HRM has changed profoundly and it will continue to change as the work needs of the organizations are constantly changing and becoming more complex. To meet these profound changes in the concept of HRM, organizations are recognizing the need of strategic approach to HRM. SHRM is not a new concept but it is a
Few major functions of the HR unit are:Administration Functions: Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staffCompensation & Benefit Functions: Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, salary and benefit surveys, job evaluation, and job descriptions. Connecting HR practices to company strategy: HR practices needs in line with the corporate strategy to successfully achieve its goals and objectives. Several academic researches from various behavioral science disciplines began researching upon HR and its role in originations The Hawthorne behavioral science studies explains the new role of HR focusing on total organization and less on individuals HRM Function: As the time changes, new laws are passed that restricted the rights of employers and employees. Other studies show that if HR managers can evaluate their priorities and acquire new sets of professional and personal competencies, the HR function would be able to ride the wave of business evolution proudly with other functions in the organization (Becker & Gerhart, 1996; Ulrich, et al. The elements of HRM (are important factors to implement strategy in organizations. As the machines require several people, managers were forced to develop rule, regulations and procedures to control the increasing number of workers. A study of Singaporean companies found that when HR managers lack the necessary skills to perform their duties competently, line managers and executives take over some of the functions of HR managers (Nee & Khatri, 1999). To develop good strategies, SHRM requires some key characteristic factors discussed as follows:Recognition of External Environment: the external environment presents a set of opportunities and threats to the organization in form of social, economical, political, technological and demographic forces. D onwards) in early 1900's major changes occurred in the work place. Fiscal Functions: Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Expert administration: SHRM requires an active role of the staff in reengineering administrative and processes effectively with in the firm. Decision Making Focus: Approaching strategically means choosing among the best alternatives. State, Federal family and medical leave rights, county approved leaves of absence, rights upon return to work, light duty assignments for temporary periods.
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