When it comes to coming up with a plan that allows for efficient workforce management, there is a lot of talk about “Strategic Human Resource Management”. Not many people are aware of what it is and often confuse it with traditional HR management. However, we are here to tell you that Strategic HR management is way different. SHRM is actually a branch or a new field that has emerged out of the parent discipline of HR systems.
Traditional HR management techniques were unable to create operational results that businesses desired. There was a kind of division of territory between the harder business values of a company and the people-centered values of the HR. This resulted in many miscommunications. HR practitioners felt like it was a war cabinet atmosphere where corporate strategies where formulated. This is where Strategic Human Resource Management (SHRM) comes in.
Definition of SHRM
SHRM can be defined as the linking of human resources with strategic objectives and goals that allows for the improvement in business performance and development of a reliable organizational culture that fosters flexibility, innovation, and technology. Therefore, SHRM is crucial for any firm that wants to grow its operations. In order to adopt SHRM, you need to accept and involve HR functions as a strategic partner in the implementation and formulation of strategies through HR activities, which can include rewarding, training, selecting, and recruiting personnel.
The main purpose of SHRM is to focus on human resource programs with a long-term goal in the mind. Unlike other strategies, this form of HR management doesn’t focus on the internal issues relating to human resources. Instead, it focuses on addressing and solving the issues and problems that cause great affect to your employees in the long run. It can be said that SHRM is crucial for increasing employee productivity by focusing on obstacles that are occurring outside the human resource department.
As a result, a strategic human resource manager is responsible for coming up with strategies and plans to enhance the productivity of employees and find a way to motivate them. When you think about it, this is actually very useful. Bear in mind that without active participation and cooperation of all workers in an organization and the HR department, employees cannot achieve maximum productivity.
Key Features of Strategic Human Resource Management
- Much of the responsibility for the management of human resources is devolved down the line
- There is an explicit linkage between practices and HR policy, along with organizational environment and strategic aims.
- Individual HR interventions are linked through organized schemas that are mutually supportive, granting better cooperation.
Trends in Strategic Human Resource Management
SHRM even focuses on promoting high commitment work systems, reward systems, performance management, and employee participation in improving business processes. It adopts a more cooperative approach that allows all workers to get involved into increasing business efficiency and productivity.
Some of the issues that SHRM helps tackling include economy gravity shifting from “developed” to “developing countries”, constantly changing ownership, new concepts of line and general management, rapid technological change, increased competition, and internationalization of market integration. SHRM also reflects on some contemporary challenges faced by HR departments. It allows for the alignment of HR with demographic trends on employment, core business strategies, and knowledge management.
If you want to improve your business growth and promote better cooperation between HR departments and employees, it’s time you worked on your SHRM. MenaITech offers reliable software for performing strategic management of human resources that can enable you to streamline your HR function, enhance the productivity and efficiency of your employees, and increase your profitability.