Strategic Human Resource Management:
This study explores the prevalence of strategic human resources management (HRM) practices in nonprofit organizations as well as the organizational and contextual determinants. Based on survey data collected from charitable nonprofit organizations, we find that organizations that are larger in size, technologically savvy, and dependent on the work of independent contractors all appear to. Aug 23, · Strategic human resource management is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. ADVERTISEMENTS: Strategic Human Resource Management: Meaning, Benefits and Other Details! Meaning of strategic HRM: Before we try to explain the meaning of strategic HRM, let us first define the terms ‘strategy’ and ‘strategic management’. The term ‘strategy’ is widely used in and presupposes importance. In the words of the Oxford Concise Dictionary, strategy means ‘generalship’.
Apart from finance, which serves as the lifeblood of the organizational support functions, the HRM function more than any other support function, has the task of ensuring that the organizational policies and procedures are implemented and any grievances of the employees are taken care of.
For instance, it is common for the HRM function in many organizations to combine hiring, training, providing assistance during appraisals, mentoring employees, and deciding on pay structures and grades.
Considering the fact that the ascent of the services sector IT, Financial Services, BPO has meant that people are the key assets for organizations, the importance of the HRM function has grown by leaps and bounds thanks to the preponderance of the services sector. This has given impetus to many aspiring HR professionals to try and make a career for themselves in the HR field thanks to the burgeoning demand for HR professionals.
Change in Conception from Reactive to Proactive Many people think of the HR manager as someone who attends to complaints from employees, appears at the time of appraisals, and generally is useful only when there is a genuine need for him or her.
This is the classic old world thinking wherein HR managers were confined to these activities alone.
The reason for such conceptions is that most of us are used to our parents and other older generation people referring to HR managers as labor officers whose sole function is to take care of payroll and disputes. However, times have changed and in the recent decades, the HR function has emerged as a key function in itself wherein the HR professionals are proactive and preemptive in nature.
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What this means is that HR managers anticipate the crises and preempt them from happening instead of waiting for the crisis to appear and then resolve it. Further, unlike in earlier generations where there were chances of strikes and lockouts of the organizations in the manufacturing sector, the services sector does not have any place for these and hence, the role of the HR professionals have evolved to a point where they have moved from reactive mode to proactive mode.
This means that in many multinationals, the HR professionals regularly have what are known as one-on-ones or individual meetings with the staff to try and understand their grievances, seek feedback, and overall focus on how to prevent any kind of crisis from happening.
The HR Professionals and Demand for HR courses Indeed, apart from hiring, training, and payroll, which still have lot of importance to the HRM, function, the addition of the activities mentioned above has lent a touch of glamour to the otherwise staid and dull profession. Moreover, even in other management institutes, there is an increase in the number of graduates who are choosing HR as their specialization.
All these trends point to the conclusion that the HR profession is now well sought after and something that is not relegated to the sidelines.
HR Professionals Have Fun as Well The changing role of the HRM function is especially visible in the IT and BPO sector where they are also engaged in organizing offsite events, which are held in a resort or in a hotel and which provide the employees with a chance to brainstorm about issues in a relaxed and slow manner outside of the confines of the office.
This trend has made the HRM function very busy because a lot of planning goes into organizing these events and indeed, in multinationals like Fidelity, this is now handled by dedicated HR staff apart from the regular staff.Strategic human resource management is an informative process which is always developing and being studied and talked about by academics and commentators.
As mentioned by Wright & McMahan, SHRM refers to the pattern of planned human resource activities intended to enable an . MBA: Strategic Human Resource Management In today’s volatile and dynamic environment, organisations require an agile human resource department that can add value, sustain productivity and enhance organisational culture in order to achieve an organisation’s strategic objectives.
Strategic human resource management (strategic HRM) is an approach to managing human resources that supports long-term business goals and outcomes with a strategic framework.
The approach focuses on longer-term people issues, matching resources to future needs, and macro-concerns about structure, quality, culture, values and commitment.
Aug 23, · Strategic human resource management is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company.
While personnel management mostly involved activities surrounding the hiring process and legal compliance, human resources involves much more, including strategic planning, which is .
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 as hiring .