This is the step-by-step plan of action by which an organization employs, utilizes or manages, develops, and deploys its human resources in order to attain its defined corporate mission and goal.

1. STRATEGIC HUMAN
RESOURCE MANAGEMENT-
ISSUES AND ITS FUTURE

2. WHAT IS STRATEGY?
• A strategy is a step-by-step
plan of action prepared by
an organization and by
which it aims to achieve its
plan or plans, thus,
ensuring its success and
survival.

3. WHAT IS STRATEGIC HUMAN RESOURCE
MANAGEMENT?
• This is the step-by-step plan of action by which an
organization employs, utilizes or manages, develops, and
deploys its human resources in order to attain its defined
corporate mission and goal.
• A human resource strategy is devised in respect of
hiring, employee deployment and training, motivation
and engagement, and employee retention

4. • By going through this procedure a company or
organization makes itself able to achieve their
objectives by their human resources. This is an effective
way of organizing workforce by adopting a specific
strategy, where the performance of employees can
increase the revenue of organization or can increase the
profit margin. Strategic human resource management
is “human resource management” carried out in a
strategic way by making plan and using employee’s
specialties and experience for the growth of the
organization. The human resource activities are linked
to the achievement of the organization’s overall

5. ISSUES OF SHRM
• The strategic human resource choices involved in low cost of
production strategy include:
• Train the employees in the area of time management, task
handling and on the basis of their past experiences.
Retrenchment of surplus employees caused due to superior
speed Pay for performance Promotions based on efficiency
High quality work environment at the production place.

6. APPROACH TO SHRM
The new way of managing people coming from the
strategic human resource definition. Human
resources with all the skills and strengths that may
be needed to achieve HR goals. These goals are in line
with the organization’s strategic goals.

7. ROLE OF SHRM
One of the most important thing is to evaluate how
the big organizations are making their success by
using the Strategic Human resource management.

8. HR AS STRATEGIC PARTNER
The hiring of the right staff for the organization by HR policies
and using their workforce in the right way for the organizations
core businesses. Participative culture where HR initiatives fully
support the overall strategic plan. Effective use of information
technology. Effective leadership through appointment of the right
HR Head Identification of human resource practices that make
HR as strategic partner, namely, serving the business needs of
your organization. Identification of human resource practices that
make HR as strategic partner, namely, serving the business needs
of your organization.

9. THE FUTURE OF SHRM
As the world of business becomes more complex and
challenging, strategic human resource management will
continue to grow in importance in the success story of
organizations. Proponents of HR strategic management have
generated a great deal of interest in this. Some large
organizations had used it. On the contrary, some lament the
failure of many organizations to implement the system.
Strategic personnel management will not disappear. This is the
case as long as people continue to run organizations of any size
and for any purpose. We are confident that people will continue
to play important roles.