The paper "Concept of Strategic Human Resource Management " is a perfect example of management coursework. Strategic human resource management refers to the linking of human resources with the strategic objectives and goals of the organization so as to improve business performance and create an organizational culture that fosters flexibility, competitive advantage and innovation. Pattanayak (2005) argues that within an organization, strategic human resource management (SHRM) implies involving and accepting the human resource function as a strategic partner in implementation and formulation of the strategies of the company through human resource activities like training, rewarding, selecting and recruiting personnel. SHRM focuses on programs of human resources with long term goals and objectives.
Other than focusing on internal human resources matters, the focus is placed on tackling and solving problems that influence programs of people management in the long run. Thus, strategic human resource is primarily meant to increase employee productivity by focusing on business barriers that arise outside of the human resources. Concept of strategic human resource management Strategic human resource management is a concept that incorporates traditional human resource management within a company’ s overall strategic implementation and planning.
SHRM incorporates the human resource considerations with other financial, technological and physical resources in the setting of objectives and goals and solving intricate problems affecting the organization. SHRM also gives emphasis on implementation of a set of practices and policies that builds that employee pool of knowledge, abilities and skills that are pertinent to the goals of the organization (Schuler, 2004). Strategic human resource management is designed to assist organizations to best meet the need of employees whilst promoting the goals of the company. Human resource management addresses any feature of the business that influences employees, like pay, benefits, firing and hiring, administration and training.
Human resources might also offer work incentives, vacation or sick days, and safety procedure information. Strategic human resource management entails proactive management of individuals. It needs thinking ahead and planning ways in which an organization can better meet the needs of employees, as well as ways in which the employees can better meet the needs of the organization. Organizations that work hard toward meeting the needing of workers create a working atmosphere conducive for a productive workforce.
Being capable of planning for employee’ s needs through thinking ahead may assist to improve the rate of skilled workers who are able to remain in and work for the organization. When developing a strategic human resource plan, it is significant to consider the needs or wants of employees and what the organization can practically supply. Therefore, a significant feature of strategic human resource management is the development of employees. The main actions of strategic human resource manager are meant to recognize key human resource areas in which strategies may be implemented in the long run so as to improve overall employee productivity and motivation (Pattanayak, 2005). Strategic activities of human resource Employee motivation The strategic role of human resource manager has been identified as that of increasing employee productivity so that they can utilize their skills towards the achievement of organizational goals, an innovative and progressive HR is supposed to increase satisfaction and motivation among workers so as to boost their output.
Instead of utilizing pay incentives only, HR can increase the output of workers by offering tailor-fit benefits to meet their wants and needs and motivate them a quality of work life.
Increasing employee satisfaction promotes better productivity, produce efficient, loyal and effective employees boost the increased quality of the job and enhance them to stay longer and work for the organization (Smith, 2005).