Each of these aspects has its own part within the overall strategic plan of the organization: Staffing includes the development of a strategic plan to determine how many people you might need to hire. Based on the strategic plan, HRM then performs the hiring process to recruit and select the right people for the right jobs.
Evolution of SHRM With the advent of new economy industries like IT and the mushrooming of the service sector, organizations all over the world realized that human resources must be viewed as a source of competitive advantage as opposed to treating it much the same way in access to technology or capital is concerned.
What this means is that the practice of HRM is being viewed as something that promotes the business objectives of the firms and not merely another factor in the way the firm is managed.
The practice of SHRM demands a proactive and hands on approach by the management as well as the HR department with regards to the entire gamut of activities ranging from staffing and training and development to mentoring and pay and performance management. This is a marked change from treating people as just resources to treating people as assets.
For instance, Infosys states that people are its assets and the famous statement by Mr. Narayana Murthy, one of the founders of the company that the capital of Infosys walks in every morning and walks out every evening has to be taken in this context.
This translates into a dedicated HR department and people managers in every group dealing exclusively with employee issues as opposed to treating this as a line management function.
Conclusion The times when management could arbitrarily dictate terms to the employees and tread upon their rights is something that is not relevant anymore.
With the ballooning of the white collar workforce, it becomes necessary for organizations to pay more attention to the needs of the employees more than ever.
Finally, the fact that organizations derive their strategy from employees instead of imposing strategy upon them is the essence of SHRM.Strategic human resource management can be defined as predetermined steps of human resource development activities undertaken to achieve organizational goals (Jackson, & Schuler, ).
The strategic approach makes it necessary for organizations to . Strategic human resource management aligns your human resource function to your core business objectives. HR is at the very center of organizational success.(Foto by Mike Mccormick) To effectively manage your employees is not as daunting as you may think.
2 Fundamentals of Human Resources in Healthcare V IGNETTE Jane Seers is the administrator of the Sunset Assisted Living Center in Orlando, Florida. Two years ago she brought her board members, medical staff, and top management team. Strategic human resource management organizes, maintain, develop, control, obtain, lead, and try to retain its human resources (Howard E.
Aldrich and Jeffrey Pfeiffer ). Volkswagen is the largest manufacturer of automobile in Europe, one of the four largest all around the world. Jun 29, · Human resource managers are key strategic planners within an organization.
From recruitment to retention, they are constantly managing the workforce to ensure the human . Nov 10, · Strategic human resource management is designed to help companies best meet the needs of their employees while promoting company goals.
Human resource management deals with any aspects of a business that affects employees, such .