Module 1

1. Nature and significance of SHRM

Strategic human resource management (SHRM) is the process of aligning an organization's
human resource strategies and practices with its overall strategic goals and objectives.

Nature of SHRM: pdf pg no. 8

Significance of SHRM: pdf pg no. 12

2. Strategic HR Planning (Concept and Characteristics)

HRM book pg no. 42

3. Characteristics of market driven strategy

A market-driven strategy is an approach to business that focuses on understanding and
meeting the needs and wants of customers, and adapting to changes in the marketplace.

https://www.academia.edu/15706774/
Chapter_1_Imperatives_for_market_driven_Strategy
4. How can an organization become market oriented?
Here are some steps that an organization can take to become more market-oriented:

1. Conduct Market Research: The first step towards becoming market-oriented is to

conduct market research. This will help the organization to understand its target
customers, their needs and preferences, and the trends in the market.
2. Understand Customer Needs: The organization needs to focus on understanding its
customers' needs and wants. This can be achieved by conducting surveys, focus
groups, and other market research methods.
3. Develop Customer-Centric Culture: The organization needs to develop a customer-
centric culture that put customer at the centre of everything they do. This means
that all employees should be focused on meeting the needs of customers and
delivering a positive customer experience.
4. Monitor and Respond to Feedback: The organization should regularly monitor
customer feedback and respond to it promptly. This will help the organization to
improve its products and services to better meet customer needs.
5. Continuous improvement: Finally, becoming market-oriented is an ongoing process.
Organizations should continually attempt to understand their customers,
competitors, and current market conditions and use that information to drive
decision-making across the organization.
Module 2
Recruitment: Recruitment is a process of searching for prospective employees and
stimulating them to apply for jobs in the organization.

1. Benefits of strategic approach in recruitment

A strategic approach in recruitment has several benefits, including:

1. Attracting the right candidates: A strategic approach helps you define and target the
right candidates who fit your company culture, have the necessary skills, and are a
good match for the job requirements.

2. Better alignment with organizational goal: A strategic approach to recruitment

allows organizations to align their recruitment efforts with their overall business
goals. This ensures that new hires will be well-suited to the organization's needs
and help drive the company towards success.

3. Streamlining the recruitment process: By having a strategic plan, you can create a
standardized recruitment process that reduces the time and resources spent on
hiring. This can save money and improve the efficiency of the recruitment process.

4. Improving candidate experience: A well-designed recruitment strategy can create a

positive experience for candidates, even those who are not ultimately hired. This
can improve your reputation as an employer and attract top talent in the future.

5. Reducing turnover: Hiring the right people who fit your company culture and have
the necessary skills can help reduce turnover rates. Therefore a strategic approach
can help you find and retain employees who are a good fit for the job and the
company.

2. Strategic recruiting stage/ Stages of recruitment

HR Planning

1. How many employees will be needed?

Whether a position is open because of a resignation or termination, or you’re

considering adding a new position, there are several questions you should ask
before rushing to fill it.

2. What specific KSAs will be needed?

One of the most critical elements is the required core competencies. Be sure to
update the job description with all key requirements.

Organizational responsibilities

1. HR staff:

 Prepare a copy of recruiting ads and campaigns

 Evaluates all recruiting activities

 2. Operating managers:

 Determine KSAs needed from all applicants

 Reviews success/failure of recruiting activities

3. Strategic recruiting decisions

1. Organization based vs Outsourced Recruiting:

 In-house recruiting allows organizations to have greater control over the

recruitment process and a more direct connection with potential candidates.

 Outsourced recruiting can provide organizations with access to a wider pool

of candidates, as recruitment agencies often have established networks and
resources.

 Example of outsource recruiting:

a. Private employment agencies

 b. Public employment agencies

c. Professional employer organizations (PEOs) and employee leasing.

2. Recruiting presence and image:

 Recruiting presence and image refer to the way a company presents itself to
potential job candidates and the strategies it uses to attract top talent.

 It involves creating a positive perception of the company's culture, values,

and work environment in the minds of job seekers.

3. Training of recruiters:

 The training of recruiters involves providing them with the necessary

knowledge and skills to effectively identify, attract, and hire qualified
candidates for job openings within an organization.

4. Regular vs Flexible staffing

 Regular staffing refers to a traditional approach to staffing, where employees

work on a fixed schedule, typically with set hours, days, and weeks.

 Flexible staffing is an approach that allows for more variability in scheduling

and work arrangements. This can include part-time, temporary, or contract
workers.

5. Recruiting source choice:

a. Internal recruiting:

 Transfer

 Promotion

 Retired employee

 Retrenched employee

 Employee referrals

b. External recruiting:

 Advertisements

 Campus placement
  Outsourcing

 Placement agencies

 Labor unions

4. Components of labor market

The labor market is the place where the supply and the demand for jobs meet, with the
workers or labor providing the services that employers demand. It assists in creating a
skilled workforce that flourishes with competition, development, and economic expansion.

1. Labor force population: Labor force population is the widest element and yardstick
of market. The labor force population or labor force participation refers to the
number of individuals who are available to work in a labor market. It considers all
workers who are offering their skills and services for employment regardless of the
industry they are in.
 2. Applicant population: The second component is the applicant population which
refers to that people who are applying for a particular job that suits their expertise
and skills. Recruiters look first at the labor market and then for individuals who
meet the skills and qualifications required for a particular job.

3. Applicant pool: The third component is the applicant pool, which refers to the actual
number of people who initially signified their interest for a particular job by sending
in their resume. It can be considered the first part of the selection process where the
recruitment department of a specific organization receives applications and screens
them to determine who advances to the next round of screening.

4. Individual selected: The fourth component is the individuals selected, which simply
means that individual or individuals have made it through the screening process
and have been hired for the job.

5. Different labor market and recruiting

1. Geographic labor market: A geographic labor market refers to the area within which
workers are able and willing to commute to find employment, and where employers
are able to find workers to fill job openings. This area is typically defined by
geographic boundaries such as county, city, or metropolitan area.

The concept of a geographic labor market is important in understanding regional

economies, as it can affect employment opportunities, wages, and overall economic
growth.

2. Global labor market: A global labor market refers to the interconnected network of
labor markets around the world, where workers and employers are able to connect
and engage in international trade and commerce. This market is characterized by
the movement of workers across borders to find employment opportunities, as well
as the movement of capital, goods, and services across countries.

While the global labor market provides opportunities for workers to find
employment in different parts of the world, it also creates challenges related to
labor standards, worker rights, and social protections.

3. Industry and occupational labor market: HRM book page no .59

4. Education and technical labor market: Education and technical labor markets are
important for understanding employment trends and opportunities, as well as for
identifying the skills and knowledge needed to succeed in specific jobs. An
understanding of these labor markets can help individuals make informed decisions
about their education and training.