Strategic human resource management (SHRM) involves determining strategic objectives and developing plans to ensure a skilled workforce achieves competitive advantage. SHRM includes decisions about recruitment, training, performance management, and employee relationships. The objectives of SHRM are to direct the organization to meet both business and individual employee needs, and ensure a committed workforce supports sustained competitive advantage. SHRM takes a proactive, transformational approach considering both short and long-term timeframes.

2. STRATEGIC HUMAN RESOURCE MANAGEMENT
As per general opinion, strategic management means strategic planning
implemented by the management for solution of various problems arose in the area
of production, employees,& finance to the business unit.

3. SCOPE OF STRATEGIC MANAGEMENT
• To fix mission of the unit
• To make favourable internal environment
• Analysis & evaluation of External environment
• SWOT analysis to be made
• Selection of new alternatives to achieve mission
• To develop grand strategy
• To fix short-term annual targets

4. SHRM STRATEGY
• concerned with two key elements
1. Determining the strategic objective
2. Developing a plan of action
• Strategic Human Resource Management is an approach relates to decisions
about the nature of employment relationship, recruitment, training, development
performance management, reward & employee relationship,

5. FOUR COMPONENTS OF SHRM
1. Human resource
2. SHRM activities
3. SHRM pattern and plan
4. SHRM purposeful

6. • Physical capital resources
• Organizational capital resources
• Human capital resources
TANGIBLE & INTANGIBLE RESOURCES

7. • To ensure the availability of a skilled, committed, & 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 & the individual & collective needs of its workforce are met
• To provide direction to the organization so that both the business needs of the
organization & the individual & collective needs of its workforce are met.
OBJECTIVES OF SHRM

8. HRM SHRM
Focus of activity Employee relations Partnership with internal &
external group
Role of HR Reactive & transactional Proactive & transformational,
change leader
Initiative for change Slow & not integrated with
larger issues
Fast and flexible
Time Horizon Short-term Consider various time frames
Control Bureaucratic control Organic control

9. 1. Best fit approach
2. Fit as contingency
3. Best Practice approach
4. Fit as bundles
STRATEGIC FIT

10. • Pre structuring
• Re structuring
• Post structuring
SHRM IN ORGANISATION