Complete presentation on strategy of HR

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Strategic Human
Resource Management

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Management Essentials
 Management involves setting goals and
allocating scarce resources to achieve them.
 Management is the process of efficiently
achieving the objectives of the organization
with and through people.

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HRM DEFINITION
HRM is a Management function that helps
managers plan, recruit, select, train , develop,
remunerate and maintain human resources of
organization

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SHRM DEFINITION
SHRM is concerned with the relationship between HRM
& strategic management in an organization. SHRM is an
approach which relates to decision about the nature of
employment relationship, recruitment, training,
development, performance management, reward &
employee relations.
Def.- A strategic and coherent approach to the
management of an organisations most valued assets-the
people working there who individually and collectively
contribute to the achievement of its objectives.

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Objectives Of SHRM
• To ensure the availability of a skilled,
committed, and highly motivated workforce in
the organization to achieve sustained
competitive advantage.
• To provide direction to the organization so that
both the business needs of the organization and
the individual and collective needs of its
workforce are met. This is achieved by
developing and implementing HR practices that
are strategically aligned. 5

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Components of SHRM
Four Components of SHRM
I. Human Resources- People as the primary source of
competitive advantage
II. Activities – HR Programs, Policies & Practices
III. Pattern & Plan – Fit between HR Strategy & Business
Strategy
IV. Purposeful – Achievement of goals of organization

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SHRM Function
HRM contributions to organizational effectiveness:
Helping the organization reach its goals
Employing workforce skills and abilities efficiently
Increasing job satisfaction, self-actualization, and
quality of work life
Communicating HRM policies to all employees
Maintaining ethical policies and socially responsible
behaviour
Managing change to the mutual advantage of
individuals, groups, the enterprise, and the public

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SHRM Function
Communicating HRM policies to all employees:
HRM policies, programs, and procedures must be
communicated fully and effectively
Top-level managers must understand what HRM can
offer

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SHRM Function
Quality of work life (QWL) is a general concept that
refers to several aspects of the job, including:
Management and supervisory style
Freedom and autonomy to make decisions on the job
Satisfactory physical surroundings
Job safety
Satisfactory working hours
Meaningful tasks
The job and work environment should be structured
to meet as many workers’ needs as possible

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SHRM Function
Trends that strain employer-employee relationships:
Telecommuting
Outsourcing HRM
Family medical leave
Child care
Spouse-relocation assistance
Pay for skills
Benefit cost-sharing
Union-management negotiation

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SHRM Function
• Managing increased urgency and faster cycle
times:
Firms are placing a growing emphasis on:
Increasing customer service
Developing new products and services
Training and educating technicians, managers,
and decision makers

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SHRM Function
Increasing employees’ job satisfaction and self-
actualization
Employees must feel that the job is right for their
abilities and that they are being treated equitably
Satisfied employees are not automatically more
productive
However, unsatisfied employees tend to be absent and
quit more often and produce lower-quality work
Both satisfied and dissatisfied employees can perform
equally in quantitative terms

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SHRM ROLES/RESPONSIBILITIES
GETTING PEOPLE
PREPARING PEOPLE
STIMULATING PEOPLE
KEEPING PEOPLE

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A: STAFFING (GET)
Strategic human resource planning
Recruiting
Selection

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B: TRAINING AND DEVELOPMENT
(PREPARE)
Orientation
Training
Development
Employee
Career
Organization
Adapt to new surroundings
Cope with change
Meet organizational needs

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C: MOTIVATION (STIMULATE)
Job design
Performance appraisals
Rewards and compensation
Employee benefits

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D: MAINTENANCE (KEEP)
Health and safety
Communications
Employee relations

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MAINTENANCE
Health
Safety
Communications
Employee assistance
programs
Environment where
employee voices are
heard

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Difference Between HRM & SHRM
HRM
i. Staff Personnel
ii. Employee Relations
iii. Reactive & Transactional
iv. Slow & Fragmented
v. Short Term
vi. Bureaucratic control
vii. Cost centre
SHRM
i. Line Managers
ii. Partnership with Internal &
External group
iii. Proactive & Transformational
iv. Fast, Flexible & systematic
v. Various time frame
vi. Organic control
vii. Investment centre