MN7181 - Strategic Human Resource Management


According to Armstrong (2014) SHRM can be defined as ‘An approach to the development and implementation of HR strategies that are integrated with business strategies and supports their achievement’.


SHRM is a branch of HRM. This fairly new field has emerged out of the parent discipline of HRM. SHRM is designed to help organizations best meet the needs of their employees while promoting company goals (Akingbola, 2006).

SHRM focuses on HR programs with long-term objectives. Instead of focusing on internal HR issues, the focus is on addressing & solving problems that affect people management programs in the long-run & often globally. Primary goal of SHRM is to increase productivity of the employees by focusing on business obstacles that occur outside of human resources. The primary actions of SHRM are to identify key human resource areas where strategies can be implemented in the long-run to improve the motivation of employees & productivity (Condrey, 1998).

The Benefits of SHRM
  1. Identifying & analyzing external opportunities and threats that can be crucial to the company's success.
  2. Provides a clear business strategy and vision for future.
  3. Supplying competitive intelligence that can be useful in the strategic planning.
  4. To recruit, retain & motivate people.
  5. Developing & retaining of highly competent people.
  6. Ensuring that people development issues are addressed systematically.
  7. To supply information relating to the company's internal strengths & weaknesses.
  8. Meeting the expectations of the customers effectively.
  9. Ensuring higher productivity.
  10.  Ensuring business surplus thorough competency.
The Barriers for SHRM
  1. Lack of growth strategy or failure of implementation.
  2. High resistance due to lack of co-operation from bottom line.
  3. Inter-departmental conflicts.
  4. Limited money, time & resources.
  5. Fear for incompetency of senior level managers to take up strategic steps.
  6. Fear for victimization in the wake of failures.
  7. Vulnerability for legislative changes.
  8. Resistance that comes through the legitimate labor organizations.
  9.  Presence of active labor unions.
  10.  Rapid structural changes.
  11.  Economic & market pressures influencing the adoption of SHRM.

References

Armstrong, M 2014, Armstrong's Handbook of Human Resource Management Practice.
Akingbola, K. 2006, Strategy and HRM in nonprofit organizations.
Condrey, SE 1998, Toward strategic human resource management.


Comments

  1. Mahesh Seelarathna10 November 2019 at 16:58

    Briefly explained . Good work

    ReplyDelete
  2. Anfas Shareef 13 November 2019 at 07:57

    SHRM topic is clearly touched.

    ReplyDelete
  3. Sajith Abeyrathne21 November 2019 at 08:36

    Clearly explained

    ReplyDelete
  4. Sameera Madhawa Thalakotune 30 November 2019 at 21:48

    Amazingly explained all the parts of the topic,thank you Prasad

    ReplyDelete
  5. sanjaya8 December 2019 at 02:55

    Good article with good references .

    ReplyDelete
  6. Chathurika Rathnayake13 December 2019 at 17:54

    Well explained.

    ReplyDelete
  7. Viraj29 December 2019 at 04:11

    You have done very well

    ReplyDelete
  8. Dr Amila Shashanka Ratnayake10 January 2020 at 02:35

    The Strategic HRM principles are enumerated in this article. If you discussed this in relation to your field it would have been much better.

    ReplyDelete
  9. Janith Prabasha10 January 2020 at 12:04

    Agreed that you have mentioned SHRM focuses on HR programs with long-term objectives as Boxhall, (1996) described SHRM as the interface between HRM & strategic management. Appreciate your effort in explaining such a vast topic in a simple way.

    ReplyDelete
  10. Lasitha Indrapala11 January 2020 at 09:42

    SHRM is the connection between a company HRM and its strategies and objectives and goals.according to your article if you can describe the parts of SHRM in relation to your field will be success better than now.anyway good effort, good article

    ReplyDelete
  11. Nalaka Herath11 January 2020 at 11:57

    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 and referred references are not cited in the article and pattern of referencing should follow the proper standards.

    ReplyDelete
  12. Rasika MBA 11 January 2020 at 16:49

    Agreed with doctors view on approach and perspective.SHRM discuss on long term strategies this would have been ideal approach on solving kong term HR Issues .Ample literature has provided to enrich the content

    ReplyDelete
  13. Mufthas Rasikim11 January 2020 at 21:05

    As you mentioned SHRM is a branch of HRM and fairly new field has emerged out of the parent discipline of HRM and I agree with you that the primary actions of SHRM are to identify key human resource areas where strategies can be implemented in the long-run to improve the motivation of employees & productivity.

    ReplyDelete
  14. Maduka Harshani 17 January 2020 at 05:49

    well explained

    ReplyDelete
  15. Chandana kumara18 January 2020 at 04:36

    Well explained. Good article.

    ReplyDelete

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