There are following list of benefits that help to know about the basic purpose of SHRM. Why organizations need it?
Each of these aspects has its own part within the overall strategic plan of the organization: Staffing includes the development of a strategic plan to determine how many people you might need to hire.
Based on the strategic plan, HRM then performs the hiring process to recruit and select the right people for the right jobs. After the policies have been developed, communication of these policies on safety, security, scheduling, vacation times, and flextime schedules should be developed by the HR department.
Of course, the HR managers work closely with supervisors in organizations to develop these policies. Workplace policies will be addressed throughout the book. In addition to paychecks, k plans, health benefits, and other perks are usually the responsibility of an HR manager.
Assessment of employees and strategizing on how to retain the best employees is a task that HR managers oversee, but other managers in the organization will also provide input. Helping new employees develop skills needed for their jobs and helping current employees grow their skills are also tasks for which the HRM department is responsible.
Determination of training needs and development and implementation of training programs are important tasks in any organization.
Succession planning includes handling the departure of managers and making current employees ready to take on managerial roles when a manager does leave.
Regulatory issues and worker safety. Keeping up to date on new regulations relating to employment, health care, and other issues is generally a responsibility that falls on the HRM department.
They hire people, train them, and determine how much they should be paid. Larger companies ultimately perform the same tasks, but because they have more employees, they can afford to employ specialists, or human resource managers, to handle these areas of the business. As a result, it is highly likely that you, as a manager or entrepreneur, will be performing HRM tasks, hence the value in understanding the strategic components of HRM.
Personnel Management Human resource strategy is an elaborate and systematic plan of action developed by a human resource department. Think of the HRM strategic plan as the major objectives the organization wants to achieve, and the HR plan as the specific activities carried out to achieve the strategic plan.
In other words, the strategic plan may include long-term goals, while the HR plan may include short-term objectives that are tied to the overall strategic plan. As mentioned at the beginning of this chapter, human resource departments in the past were called personnel departments.
Companies now understand that the human side of the business is the most important asset in any business especially in this global economyand therefore HR has much more importance than it did twenty years ago.
While personnel management mostly involved activities surrounding the hiring process and legal compliance, human resources involves much more, including strategic planning, which is the focus of this chapter. His model is said to have started the movement that changed the view of HR; no longer merely a functional area, HR became more of a partnership within the organization.Strategic human resource management is the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility.
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 . Human resource management (HRM) is the coordination of an organization’s people to achieve specific business objectives, fulfill staffing needs, and maintain employee satisfaction.
HRM accomplishes this through the use of people, processes, and technology that focus on the internal parts of the organization rather than on the external environment. The Impact of Strategic Human Resource Management on Organizational Performance Luftim CANIA1 The purpose of strategic human resource management is to improve business performance point out that it is necessary to achieve organizational objectives and management of human resources should be strategic.
Also, the strategies of . Assess the purpose of strategic human resource management activities in an organisation & evaluate the contribution of strategic human resource management to the achievement of an organization’s objectives Be able to develop human resource plans for an organisation.
Video: Strategic Human Resource Management: Definition & Importance In this lesson, we'll use a sports analogy and a real-life business example to learn how strategic human resource management.