The creation and execution of HR strategies to address these objectives requires identifying and assessing the organization's present and future business needs. Planning the workforce, acquiring talent, monitoring performance, growth of staff, compensation and perks, and employee relations are all included in this broad category.
The purpose of SHRM is to develop an employee force that is both capable and driven to make a contribution to the success of the company. In order to improve organizational performance, boost retention and engagement among staff members, and ultimately help the organization achieve its goals and objectives, SHRM recommends that HR policies be in line with the organization's overall business strategy.
Objectives of SHRM
The specific goals of strategic human resource management (SHRM) are listed below.
Create a high-performing workforce: SHRM entails creating and putting into practice methods to draw in, keep, and develop a workforce that is competent of assisting the business in achieving its strategic goals. In order to do this, it is necessary to identify and fill skill gaps, create educational and training initiatives, and put in place performance management mechanisms that link personnel goals and objectives to organizational tactical goals and objectives. The organization will have the talent and resources necessary to accomplish its long-term objectives and strategic objectives if a high-performing workforce is developed, according to SHRM.
Enhance organizational agility by creating a workforce that is adaptable to shifting market conditions and new trends through SHRM. This entails creating plans to manage talent shortages, putting workforce planning procedures into place, and creating recruitment and retention plans that can adapt to shifting company requirements. Enhancing organizational agility will make it possible for the company to respond to shifting market conditions and new trends swiftly and efficiently.
HR strategy alignment: The main goal of SHRM is to make sure that human resources procedures and regulations are in line with the organization's overall business strategy. This entails being aware of the organization's vision, values, and purpose in addition to its long-term targets and goals. SHRM may assist in ensuring that human resources procedures and guidelines are concentrated on accomplishing the company's long-term goals and objectives by integrating HR with business strategy.
Ensure that the organization's HR procedures and policies are in conformity with relevant laws and regulations. This is a component of SHRM. This include keeping abreast of modifications to workplace laws and regulations, creating policies and processes to manage compliance issues, and putting training programs into place to make sure that staff members are informed of their rights and obligations. SHRM may assist in ensuring that the company stays out of costly legal and reputational concerns by guaranteeing legal and regulatory compliance.
UTUBE
Benefits of SHRM
Human Resources procedures and regulations are in line with organizational goals thanks to SHRM, which is one of the program's main benefits. By doing this, HR develops its strategic capabilities and helps the company succeed as a whole.
Top talent is attracted and retained through SHRM, which requires creating methods to do so. This produces a highly effective staff that is dedicated to the aims and objectives of the firm.
Enhances organizational effectiveness: SHRM entails creating and putting into place HR procedures and guidelines that are intended to increase the effectiveness and efficiency of organizations. Increased growth and profitability may result from this.
Enhances worker participation: SHRM focuses on creating plans to boost motivation and engagement among staff members. This results in a staff that is more devoted and effective.
Supports compliance: SHRM makes ensuring that HR procedures and guidelines adhere to all relevant rules and laws. This aids businesses in avoiding expensive legal and reputational concerns.
Disadvantages of SHRM:
Costing time and money: The time and money needed to implement SHRM are considerable. Smaller firms or those with tighter funds may find this difficult.
Resistance to change: HR practices and policies frequently undergo considerable modifications as a result of SHRM. These changes may be met with resistance from the workforce, which can weaken morale.
Measurement challenges: In the short term, it can be challenging to gauge how well SHRM programs are working. Due to this, it may be challenging to convince stakeholders of SHRM's value.
Lack of flexibility: Because SHRM promotes a long-term outlook, it may make it more difficult for an organization to adapt to sudden changes in the business environment an excessive focus on metrics In various circumstances, SHRM could
Conclusion
In summary, strategic human resource management (SHRM) is an essential component of organizational management that harmonizes HR practices with the strategic goals and objectives of the business. Organizations may effectively manage change, build employee competencies and abilities, reward employees who perform well, and recruit and retain the best employees by implementing SHRM practices. Additionally, by ensuring that an organization has the talent and skills required to accomplish its goals, strategic human resource management can enhance business performance and lead to greater efficiency, profitability, and overall success. Implementing SHRM principles may have certain drawbacks, but overall, the gains are thought to exceed the risks. SHRM will continue to play a crucial role in helping firms succeed over the long term as they deal with an increasingly competitive economic climate.
References:
Available at https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/practicingstrategichumanresources.aspx.[Accessed on 3rd May 2023]
Available at https://educationleaves.com/strategic-human-resource-management-shrm/.[Accessed on 3rd May 2023]
Available at https://www.researchgate.net/publication/363066996_BASIC_CONCEPTS_OF_STRATEGIC_HRM. [Accessed on 3rd May 2023]
Available at https://emeritus.org/in/learn/what-is-strategic-human-resource-management-shrm/[Accessed on 3rd May 2023]
after the reading of your blog post and viewing of your video, I now have a clear understanding of strategic human resource management. I appreciate you sharing.
Thank you for sharing the post. To be a success organization it should have strategies to achieve their common goals. for that HR also have to align their strategies with organizational strategies to get higher out put.
Ethical work place in organizations fig - 01 Introduction Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Headlines frequently highlighted allegations of unethical behavior in the workplace which can create public relations crises, operational distractions, financial liabilities and in some cases lead to the total collapse of organizations. So that it is no surprise that organizational efforts to prevent, detect and respond to it are consistently scrutinized by stakeholders. The intense scrutiny makes it critical to understand the definition of ethics in the workplace, why ethics are important in the workplace, and the single most important thing organizations can do differently to encourage ethical behavior in the workplace.
The Importance of Age Diversity in the Workplace fig-01 Introduction Age diversity is the acceptance of all age groups in the workforce or can be explained as the potentiality of an organization to accept employees of different age categories within the organization’s working environment. Outlooks, attitudes, behaviors, and expectations always tend to vary from one generation to the next. Still, with the right planning and consideration, employers can leverage the individual strengths of their workforce and compete more effectively in their respective marketplace. The Benefits of an Age-Diverse Workforce Age diversity can boost organizational performance. HR practices lend themselves to improving the age diversity climate to lower employee turnover and improve company performance. Studies also tell us that the productivity levels of both younger and older workers are higher in businesses with mixed-a
All the details are well summarized and nicely explained
ReplyDeleteThanks Tarindu
ReplyDeletefriends please comment
ReplyDeleteafter the reading of your blog post and viewing of your video, I now have a clear understanding of strategic human resource management. I appreciate you sharing.
ReplyDeleteThank you for sharing the post. To be a success organization it should have strategies to achieve their common goals. for that HR also have to align their strategies with organizational strategies to get higher out put.
ReplyDelete