Strategic Human Resource Management Abstract Strategic human resource management SHRM has emerged as a significant issue in tandem with the increasing focus being given by the companies to strategy. Faced with an accelerating changing and unsteady environment, the response of the corporation has been to attempt to create a sound internal configuration that includes human resource management HRM systems.
Possible travel expenses for new hire or recruiter Possible relocation expenses for new hire Additional bookkeeping, payroll, kand so forth Additional record keeping for government agencies Increased unemployment insurance costs Costs related to lack of productivity while new employee gets up to speed Because it is so expensive to hire, it is important to do it right.
Many organizations perform phone interviews first so they can further narrow the field. The HR manager is generally responsible for setting up the interviews and determining the interview schedule for a particular candidate.
Usually, the more senior the position is, the longer the interview process takes, even up to eight weeks Crant, After the interviews are conducted, there may be reference checks, background checks, or testing that will need to be performed before an offer is made to the new employee.
HR managers are generally responsible for this aspect. Once the applicant has met all criteria, the HR manager will offer the selected person the position.
At this point, salary, benefits, and vacation time may be negotiated. Compensation is the next step in HR management. Determine Compensation What you decide to pay people is much more difficult than it seems. Pay systems must be developed that motivate employees and embody fairness to everyone working at the organization.
However, organizations cannot offer every benefit and perk because budgets always have constraints. Even governmental agencies need to be concerned with compensation as part of their HR plan. For example, inIllinois State University gave salary increases of 3 percent to all faculty, despite state budget cuts in other areas.
They reasoned that the pay increase was needed because of the competitive nature of hiring and retaining faculty and staff.
Compensation should be high enough to motivate current employees and attract new ones but not so high that it breaks the budget. The process in determining the right pay for the right job can have many variables, in addition to keeping morale high.
First, as we have already discussed, the organization life cycle can determine the pay strategy for the organization. The supply and demand of those skills in the market, economy, region, or area in which the business is located is a determining factor in compensation strategy.
For example, a company operating in Seattle may pay higher for the same job than their division in Missoula, Montana, because the cost of living is higher in Seattle. The HR manager is always researching to ensure the pay is fair and at market value.
For many organizations, training is a perk. Employees can develop their skills while getting paid for it. Training is the next step in the HR planning process. Develop Training Once we have planned our staffing, recruited people, selected employees, and then compensated them, we want to make sure our new employees are successful.
Training is covered in more detail in Chapter 8. One way we can ensure success is by training our employees in three main areas: Every company does things a bit differently, and by understanding the corporate culture, the employee will be set up for success. Usually this type of training is performed at an orientation, when an employee is first hired.
Topics might include how to request time off, dress codes, and processes.
Strategic human resource management is the practical management of people. According to Russell (), it’s the link between human resources and the goals of company. It serves to improve the functional abilities of company and make performance more efficient. HR strategy oriented towards investments – With this orientation, human resources are the very object or investment element for the company’s further development, since it is based on the idea that investing in the human resources of the organization, support its future development. Essays - largest database of quality sample essays and research papers on Types Of Hr Strategy.
Skills needed for the job.Type of paper: Essay A limited time offer! Get custom essay sample written according to your requirements Critically evaluate the use of competency based approaches in modern HR strategies.
Explain in detail how they may be used in one specific area of HR such as performance management. We will write a custom essay sample on HRM Exam. Strategic human resource management (SHRM) has emerged as a significant issue in tandem with the increasing focus being given by the companies to strategy.
Faced with an accelerating changing and unsteady environment, the response of the corporation has been to attempt to create a sound internal configuration that includes human resource management (HRM) systems.
Types of kaja-net.com Types of Strategy. Project Life Cycle.
Project Planning Notes. Challenges of Hrm in Economy or Challenges of Modern Management. Job Evaluation. risk kaja-net.com But two basic types of HR strategies can be identified.
These are: 1) Overarching strategies 2) Specific strategies relating to the different aspects of 5/5(3). HR strategies set out what the organization intends to do about the different aspects of its human resource management policies and practice.
Importance and types of strategic human resource management. Print Reference this. Disclaimer: or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UK Essays.
Published: Mon, Research into HR strategy conducted by Armstrong and Long () and Armstrong and Baron ( As addressed in Section “Strategic Planning”, the writing of an HRM strategic plan should be based on the strategic plans of the organization and of the department.
Once the strategic plan is written, the HR professional can begin work on the HR plan.