Approaches to Strategic Human Resource Management

Approaches to Strategic Human Resource Management

The main objective of strategic human resources management (SHRM) can be specified as “to ensure that human resource management is fully integrated into strategic planning, that HRM policies cohere both across policy areas and hierarchies and those HRM policies are accepted and used by line managers as part of their everyday work”  (Regis, 2009, p.6).

Generally, the main approaches to SHRM are divided into three main categories:

  • ü  Universalistic
  • ü  Contingency
  • ü  Configurationally

Universalistic

The universalistic or ‘best practice’ approach to HRM relates to the viewpoint that there is a set of best HRM practices and their adoption is going to generate positive results regardless of the circumstances associated with organizations. Universalistic approach states that ‘best practices concerning a wide range of HR issues such as employee recruitment and selection, training and development, employee motivation is equally applicable to each organization regardless of the nature of unique aspects organizations might have.

Contingency

The contingency or ‘best fit’ approach, on the other hand, disagrees with the presence of universal prescriptions to Human Resource issues and stresses the need for integration between Human Resource policies and a wide range of other organizational policies.

Configurationally

The configurational approach to SHRM “stresses the requirement for practices that area unit contingent with structure circumstances, however additionally emphasizes the requirement for horizontal or internal fit” (Sparrow et al., 2004, p.158). to place it simply, the planned approach recognizes the validity of ‘best practices, however, at a similar time, accepts the importance of adjustment of time unit policies with the overall organizational strategy.

Alternatively, approaches to SHRM can be divided into four categories:

Ø  Human Resource

Ø  Activities

Ø  Pattern & Plans

Ø  Purposeful

 


Applied Human Resource Management: 

Strategic Issues and Experiential Exercises gives business students’ in-depth, hands-on experiential learning applications to help them develop the skills they will need as human resource professionals who deal with people in diverse settings and situations.

Challenges in SHRM. Learning outcomes: Utilization of technology in HRM Reduction of administrative cost Issues for integrating new technologies impact of technology on organizations HR issues and challenges related to technology Workforce demographic changes and diversity.

Strategic Human Resource Management (HRM) Where are we now; Where do we want to be; How will we get there; and How will we know when we arrive; are all key questions organizations typically ask when developing their strategic plan (Reed & Bogardus (2012).

Strategic planning reflects the direction a company is headed when forecasting to achieve long-range goals. Also, a company’s mission statement serves as the purpose of the company, which shows where the business is going. 

The main purpose of SHRM is to ensure that HR strategies that are employed within an organization assist in attaining the set goals. Therefore, the HR strategies are strengthened through directing and aligning the business strategy.


References

Regis, R. (2009) “Strategic Human Resource Management & Development” Excel Books

Sparrow, P.R, Brewster, C. & Harris, H. (2004) “Globalising Human Resource Management” Routledge

Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in Human Resources certification study guide

 

 

Comments

  1. Hansika Samarakoon23 April 2021 at 02:44

    Good Article.

    Strategic Human Resource Management is a concept that integrates traditional human resource management activities. It requires human resource policies and practices to be linked with the strategic objectives of the organization.
    As well as the advantages, there are various barriers in implementing SHRM. Short term mentality, Strategic inability, Lack of appreciation, Failure in understanding the role, Difficulty in quantifying outcomes, Wong perception on human assets, Resistance are the barriers in SHR. In addition to these barriers, there may be other points also. As for example, lack of union support, government backing, and weak financial position of the company can act as barriers to SHR management. (http://navclasses.blogspot.com/2017/05/benefits-barriers-of-shrm.html).

    ReplyDelete
  2. Tania De Mello2 May 2021 at 04:46

    Strategic management is both an Art and science of formulating, implementing, and evaluating, cross-functional decisions that facilitate an organisation to accomplish its objectives and there are also advantages and disadvantages in this concept.

    Advantages would be : Help gain a competitive edge, Help solve HRM problems, Make the efficient use of employees and reduce costs, Help anticipate and plan for changes.


    Disadvantages: Difficulty in predicating the people behavior, Problems with predicating external events affecting HR planning, Needing constantly monitoring and Leading to industrial relation problems.

    ReplyDelete
  3. HR ZONE JINODA3 May 2021 at 04:18

    HR departments that follow strategic human resource management don't work severally inside a silo; they act with alternative departments inside a corporation to know their goals so produce ways that align with those objectives, also as those of the organization. As a result, the goals of an individual's resource department mirror and support the goals of the remainder of the organization. Strategic HRM is seen as a partner in structure success, as critical a necessity for legal compliance or compensation. Strategic HRM utilizes the talent and chance inside the human resources department to create alternative departments stronger and simpler.

    ReplyDelete
  4. Maduka Udagama 3 May 2021 at 04:37

    Strategic Human Resource Management links human functions to improve the performance. Organizations get competitive advantage by using people effectively.It's important to pay attention on clearly defined objectives.It includes multiple effect with multidimensional process. Dimensions of Strategic human resource management that measure the impact of human resource management are organizational architecture, workplace learning, leadership, and trade unions.

    ReplyDelete
  5. Maduka Udagama 3 May 2021 at 04:37

    Strategic Human Resource Management links human functions to improve the performance. Organizations get competitive advantage by using people effectively.It's important to pay attention on clearly defined objectives.It includes multiple effect with multidimensional process. Dimensions of Strategic human resource management that measure the impact of human resource management are organizational architecture, workplace learning, leadership, and trade unions.

    ReplyDelete
  6. Apsara Rajapaksha3 May 2021 at 10:48

    Good topic. Strategic human resource management is designed to assist companies to be achieved the needs of their employees while promoting company goals. Strategic human resource management is the positive management of people that requires thinking ahead, and planning for a company to better meet the needs of employees, and for the employees to better meet the needs of the company.

    ReplyDelete
  7. Ranjana Bandara4 May 2021 at 05:50

    Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization to improve performance.Several commentators have argued that the concept of Strategic Human Resource Management (SHRM) has evolved as a bridge between business strategy and the management of human resources.

    ReplyDelete
  8. HR Times- Isuru Wijayalath5 May 2021 at 08:14

    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. HR departments that practice strategic human resource management do not work independently within a silo; they interact with other departments within an organization in order to understand their goals and then create strategies that align with those objectives, as well as those of the organization. As a result, the goals of a human resource department reflect and support the goals of the rest of the organization. Strategic HRM is seen as a partner in organizational success, as opposed to a necessity for legal compliance or compensation. Strategic HRM utilizes the talent and opportunity within the human resources department to make other departments stronger and more effective.

    ReplyDelete

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