| Introduction | | | | scope of the strategic HR and how successful |
| Strategic management seeks | | | | organizations are leveraging their success on strategic |
| to coordinate and integrate the activities of the various | | | | human resource management |
| functional areas of a business in order to achieve | | | | |
| long-term organizational objectives. A balanced | | | | HR as Strategic Partner |
| scorecard is often used to evaluate the overall | | | | These are among the important ones. |
| performance of the business and its progress towards | | | | - Recruiting the right employees. Align corporate values |
| objectives... Strategic management provides overall | | | | to your recruitment strategy. |
| direction to the enterprise and is closely related to the | | | | - Well-developed competencies of the workforce, and |
| field of Organization StudiesStrategic planning and | | | | their relevance to organizational core business. |
| management are more than a set of managerial tools. | | | | - Participative culture where HR initiatives fully support |
| They constitute a mind-set, an approach to looking at | | | | the overall strategic plan. |
| the changes in the internal and external environment | | | | - Effective use of information technology. |
| that confront the manager. Using planning and | | | | - Effective leadership through appointment of the right |
| management tools strategically, then, involves | | | | HR Head. |
| essentially a way of thinking, a mental framework or | | | | - Identification of human resource practices that make |
| approach, as well as a set of analytic tools. For | | | | HR as strategic partner, namely, serving the business |
| strategic management to be effectively used the | | | | needs of your organization. Discard ineffective HR |
| manager must develop a strategic mentality | | | | practices that do not contribute to the success of your |
| Organizations are working towards an | | | | organization. |
| outward-focused view of the way services should be | | | | Why make HR as Organizational Strategic Partner... |
| provided - a fundamental shift from the traditional | | | | Some of the reasons may sound familiar to you. |
| focus on internal concerns. At the same time, major | | | | - To increase productivity of the labor force |
| opportunities for improvement may arise from | | | | - Competency and talent management |
| developments such as new information and | | | | - Onset of information technology and the vast |
| communications technologies, and the availability of | | | | amount of knowledge used in the course of the |
| additional financial resources such as the Invest to | | | | activities of organizations |
| Save Budget. In many cases the response to the | | | | - The changing business environment |
| problem or opportunity will: | | | | - Effect of globalization on the business landscape |
| - require the continuous attention of senior | | | | The Human Resource Function and Strategic Business |
| management | | | | Plan |
| - affect most or all of the organization | | | | It was shown in a |
| - have long term implications | | | | survey that there is a correlation between being |
| - require substantial resources | | | | strategic business partner and the effectiveness of |
| - Be interconnected with other issues and | | | | the HR function. |
| developments. | | | | You require strategic HR management to ensure that |
| What is Strategy? | | | | your HR function can fully support the achievement of |
| A strategy is a step-by-step plan of | | | | business objectives. |
| action prepared by an organization and by which it | | | | The administrative reactive approach in people |
| aims to achieve its plan or plans, thus, ensuring its | | | | management can no longer support your organization |
| success and survival. | | | | in an increasingly competitive business environment. |
| What is Strategic human resource management? | | | | Strategy Development and Implementation |
| This is the step-by-step plan of action | | | | Full participation of HR |
| by which an organization employs, utilizes or manages, | | | | people in strategy development and implementation |
| develops, and deploys its human resources in order to | | | | promotes HR as strategic partner. |
| attain its defined corporate mission and objectives. | | | | Ensure that your HR Manager and HR professionals: |
| A human resource strategy is devised in respect of | | | | - contribute to business decisions |
| recruitment, employee deployment, motivation and | | | | - develop business acumen to understand how a |
| engagement, and employee retention. | | | | profitable business is run |
| By doing this, an organization puts itself in the position | | | | - are customer-oriented |
| of being able to achieve its mission and objectives | | | | - learn how to link HR practices to your organizational |
| through its human resources. | | | | business strategy |
| This follows from the way how strategic human | | | | |
| resource is strategically defined. | | | | The Future of SHRM |
| This is the effective way of | | | | Proponents of strategic HR |
| organizing the workforce by the adoption of a specific | | | | management generated tremendous interest on the |
| strategy, where employees' performance can help to | | | | subject. Some large organizations had implemented it. |
| achieve the planned organizational targets, such as | | | | In contrast, some lament the ineffectual efforts by |
| increasing revenue or improving the profit margin. | | | | many organizations in implementing the |
| Strategic human resource management is "human | | | | system.Strategic human resource management is not |
| resource management" carried out in a strategic way. | | | | going to disappear. This is so as long as people |
| The human resource activities are linked to the | | | | continue to run organizations of whatever size and for |
| achievement of the organization's overall objectives. | | | | whatever purpose. It is very certain that people will |
| This is the new way of managing human resources as | | | | continue to play pivotal roles. |
| compared to personnel management. | | | | As the world of business becomes more complex and |
| | | | | challenging, strategic human resource management will |
| To ensure a high probability of success in | | | | continue to grow in importance in the success story of |
| the implementation of strategic human resource | | | | organizations. |
| management, a number of things are necessary. | | | | Importance of SHRM |
| - Strategic recruitment where the right person is | | | | The organization's "ends" is its financial success. |
| selected to fill the right job and according to | | | | Human resource strategy is one of the means to |
| organizational needs | | | | attain this. Organizations have always tried to comply |
| - Using the right mix of incentives to motivate and | | | | with legal obligations in the course of carrying out their |
| engage employees who then can concentrate | | | | business activities. Also, finance and technology are |
| improving their performance | | | | important assets. But people are required to make |
| - Appointment of the right HR Head to provide the | | | | effective and efficient use of them. |
| necessary leadership in making HR as a strategic | | | | In non-profit organizations, the end is to provide the |
| partner | | | | specified services to the intended group or groups in |
| - An HR mission statement with well defined HR | | | | the most cost-effective way, in the most satisfactory |
| objectives drawn up in alignment with the overall | | | | manner, and serving the majority of the target groups. |
| organizational objectives | | | | Effective development and implementation of an HR |
| - Provision of the right set of training to every level of | | | | strategy requires HR professionals who are |
| employees on an on-going basis | | | | conversant in finance, negotiation, change |
| - Performance management system to identify | | | | management, and the overall operations of the |
| high-performing employees for the purpose of giving | | | | organization. |
| rewards befitting their performance, work quality and | | | | An HR strategic plan aligns the HR function to the |
| output | | | | corporate plan. Good knowledge about the |
| Issues of SHRM | | | | organization, its objectives, systems and processes, |
| The strategic human resource choices | | | | can assist HR people in doing this task well. |
| involved in low cost of production strategy include: | | | | CONCLUSION |
| - Train some of the employees in the area of time | | | | This all looks so easy |
| management, material handling at work etc. | | | | on paper. Do this, do that, and you will be aligned with |
| - Retrenchment of surplus employees caused due to | | | | the mission and able to demonstrate your contribution |
| superior speed | | | | toward it. Obviously, it is not that easy. Private sector, |
| - Pay for performance | | | | public sector, and some Federal entities have been |
| - Promotions based on efficiency | | | | struggling with this issue even before GPRA was |
| - High quality work environment at the production place. | | | | enacted -- and that works to our advantage. There is |
| These human resource issues are also known as | | | | a wealth of information out there that can help -- |
| functional strategies of HRM. | | | | hundreds of articles, books, and studies have been |
| Approach to SHRM | | | | written, numerous tools have been created, and many |
| This is the new way of | | | | organizations have already tested a number of |
| managing people ensuing from the strategic human | | | | approaches. We can learn from all of these |
| resource definition. | | | | successes and failures. Where Do We Go from |
| Human resources with all the competencies and | | | | Here? But the only way to begin is to begin report.. To |
| potential are required to attain the HR objectives. | | | | achieve this goal, we must all work together. |
| These objectives are aligned to the organizational | | | | It's kind of fun to do the impossible. |
| objectives by way of a strategic plan. | | | | |
| By achieving the human resource objectives, HR helps | | | | |
| to achieve the business plan. | | | | |
| Role of SHRM | | | | |
| Strategic management | | | | |
| of employees emphasizes the HR strategic role. This | | | | REFERENCE |
| stems from the argument of many "gurus" on HR | | | | Dr.Subba Rao .p, Personnel and Human Resource |
| strategic importance. | | | | Management, Preface to the second Edition on 21st |
| One of the foremost things we need to know is the | | | | June, 2002. |