U M AN

EG I C H
STR AT E
S O U R C
RE NT
G EM E
MA N A
 STRATEGIC HUMAN
RESOURCE MANAGEMENT

Human resources – refers to the

people who work in an organization

Human Resource Management- the person,

department or section of an organization which
deals with people. It involves the process of
coordinating all aspects of what needs to
happen to and for people in an organization –
recruitment, training, monitoring and appraisal
 STRATEGIC HUMAN
RESOURCE MANAGEMENT

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.
 AIMS OF
01 SHRM
To develop Strategic Competencies

02 To give Sense of Direction

03 To achieve Integration

04 To formulate Business Strategy

 6 Steps in SHRM
1. Develop a thorough
understanding of your company’s
objectives
Since the success of strategic HR is
dependent on how well it links to
your company’s goals, you need to
have a thorough understanding of
your aims, objectives, and mission
2. Evaluate your HR
capability
Evaluating your current HR
capabilities will enable you to
understand the employees you
have and how they contribute to
fulfilling your goals and
objectives.
 6 Steps in SHRM

3. Analyze your current HR 4. Estimate your company’s

capacity in light of your goals
An assessment of your HR
capacity will help you to
recognize barriers and
implement a plan of action to
capitalize on opportunities and
effectively deal with threats.
future HR requirements
After an analysis of your
company’s employees and skills
has been done in relation to your
objectives, it’s time to forecast
your HR needs.
 6 Steps in SHRM
5. Implement the human resource
management strategy
After the analysis and forecast of your
company’s HR requirements have been
completed, it’s time to start the process
of expanding your workforce and
developing current workers to equip
your company for future growth
6. Evaluation and corrective
action
HR personnel should decide on a
timeline to carry out a strategic
HR management review. This
review will track the progress
made and also identify areas for
improvement.
 5P Model of SHRM

Philosophy Policies Programs Practices Processes

 5P Model of SHRM

Philosophy Policies
- Expressed in - Expressed as shared
statements defining values and guidelines.
business values and Policies establish
culture. It expresses guidelines for action on
how to treat and people related business
value people issues and HR programs.
 5P Model of SHRM

Programs Practices Processes

- Articulated as human - For leadership - For the

resource strategy. These managerial and formulation and
coordinate efforts to operational role implementation of
facilitate change to practices other activities
address major people motivate needed these define how
related business issues. role behaviours.  activities are
carried out.
 e nt s
m po n
Co R M
of H
Components of HRM

1. Human Resources Planning is

the process of assessing the organization’s human reso
urces
 needs in the light of organizational goals and making
plans to ensure that a competent, stable workforce is
2. Job and Work design
employed
It specifies the task to be performed by individuals
and groups within the organization and establishes the
rules, schedules, and working conditions under which
people perform those tasks.
Components of HRM

3. Staffing
Staffing is the process that results in the continuous
assignment of workers to all positions in the organization.

4. Training and development

Training and development is a complex mixture of
activities intended to improve the performance of
individuals and groups within the organization.
Components of HRM

5. Performance Appraisal and Review

This component is the ongoing evaluation of
individual and group contributions to the organization
and the communication of those evaluations to the
persons involved.
6. Compensation and Reward
This component is the flow of events that determines what 
wages, salaries, and incentives are paid and what supplemental
benefits and non-financial rewards are provided .
Components of HRM

7. Organization improvements
This component is the flow of events that
determines how organizations attempt to
improve their effectiveness or employee
satisfaction or otherwise enhance the
organizational environment.
 k Yo u
Th a n
References:
 https://www.slideshare.net/sheetalgwagh/strategic-human-
resource-management-shrm
 https://slideplayer.com/slide/12267530/
 https://www.aihr.com/blog/human-resource-basics/

 https://bankofinfo.com/5-ps-of-strategic-human-resource-
management/