Strategic human resource management (SHRM) involves aligning human resource practices with organizational strategy and goals to improve employee performance and productivity. SHRM utilizes HR techniques like training, recruitment, and compensation to strengthen departments and the overall organization. The primary goal of SHRM is to address long-term business obstacles outside of HR through identifying key HR strategies. Effective communication between HR and top management is important for implementing cooperative SHRM strategies.

1. S T R A T E G I C H U M A N R E S O R C E M E N A G E M E N T
STRATEGIC MANAGEMENT

2. STRATEGIC HUMAN RESOURCE MANAGEMENT
 Is the practice of attracting, developing, rewarding,
and retaining employees for the benefit of both the
employees as individuals and the organization as a
whole.
 HR departments that practice strategic human
resource management do not work independently
within a silo; they interact with other departments
within an organization in order to understand their
goal and then create strategies that align with those
objectives, as well as those of the organization.

3.  Strategic HRM is seen as a partner in organizational
success, as opposed to a necessity for legal
compliance or compensation. Strategic HRM utilizes
the talent and opportunity within the human
resources department to make other departments
stronger and more effective.
 Strategic HRM utilizes the talent and opportunity
within the human resources department to make
other departments stronger and more effective.

4. Importance of Strategic HRM
 Human resources departments are charged with
analyzing the changes that need to occur with each
department and assisting them in strengthening any
weakness.
 Strategic HRM then is the process of using HR
techniques like training, recruitment, compensation,
and employee relations to create a stronger
organization, one employee at a time.

5. Difference between HRM and SHRM
 Strategic HRM focuses on human resource programs
with long-term objectives.
 Instead of focusing on internal human resource
issues, the focus is on addressing and solving
problems that effect people management programs I
the long run and often globally.
 Therefore the primary goal of strategic human
resources is to increase employee productivity by
focusing on business obstacles that occur outside of
human resources.

6.  The primary goal of strategic HRM is to increase
employee productivity by focusing on business
obstacles that occur outside of human resources.
 The primary actions of a strategic HR manager are to
identify key HR areas where strategies can be
implemented in the long run to improve the overall
employee motivation and productivity.
 Communication between HR and top management
of the company is vital as without active
participation no cooperation is possible.

7. Key Features of Strategic HRM
 There is an explicit linkage between HR policy and
practices and overall organizational strategic aims
and the organizational environment.
 There is some organizing schema linking individual
HR interventions so that they mutually supportive.

8. Approaches of SHRM
 Attempts to link Human Resource activities with
competency based performance measures.
 Attempts to link Human Resources activities with
business surpluses or profit.

9. Benefits of Strategic HRM
 Identifying and analyzing external opportunities and
threats that may be crucial to the company’s success.
 Provides a clear business strategy and vision for the
future.
 To supply competitive intelligence that may be useful
in the strategic planning process.
 To recruit, retain, motivate people.
 To develop and retain of highly competent people.

10. Barriers of Strategic HRM
 Intradepartmental conflicts.
 The commitment of the entire senior management
team.
 Limited time, money and the resources.
 Fear of incompetency of senior level managers to
take up strategic steps.
 Presence of an active labour union.
 Fear towards victimization in the wake of failures.