Introduction
Various programs concerning the different strategic approach on the human resource management promises to bring the changes in the human capital. In addition, these programs are attempting to change the management views on how will they enhance the performance of their workforce. The most basic requirement that the human resource can offer is to align the people in meeting the goals and objectives of the organization. And with the creation of this guiding principle, the creation of another strategic model for the human resource is born.
SHRM Model
The strategic human resource model or SHRM starts in the environmental analysis wherein the HR management is carefully and yet continuously monitoring the economic, social, and labor market present trends. The different changes that appear in the market can change the different policies within and outside the organization. Thus, this environmental analysis can help the manager to detect the opportunities and threats that may influence in the formulation of the human resource guidelines. The second action of the model is in the organizational mission and goals analysis. This is where the orientation of the organization’s overall mission and objectives is promoted and the alignment of the human resource strategies is gradually shaping. The analysis of the organization’s strength and culture is clearly concerned on the culture of the organization as it carefully looks on the strength and weaknesses. The action of the HR varies on the needed training of the workforce, selection, retention, promotion, and termination or hiring.
The mission of the HR is these functions are to remove the signs of deficiencies and build the competency among the employees. The fourth function is the analysis of the organizational strategies that can make remarkable differences to achieve the goals. The three generic strategies that the management chooses from are the cost leadership, differentiate, and focus. The last function of the model is the choice and implementation of human resource strategies after the given objectives of the organization, strategies, constraints, and other related issues. The strategic choice and implementation broadly involves the identifying, securing, organizing, and directing the use of the resources, systems, and procedures (Cowie, 2009).
SHRM and the Benefits
Strategic human resource management ensures that the key person/s can effectively manage and lead the people towards the competitiveness which is an advantage for the entire organization. The HR can have a broad role in articulating the formation of different organizational strategy. Through the basic knowledge in creating the value the competency can be developed. Moreover, the alignment of the HR in the organization can influence the balance and space for improvement in terms of decision making. In this role of the SHRM model, the organizations can be more effective in building their human capital; choosing their valued employees; and managing the talent that would all be suitable in achieving the corporate strategic goals. By exposing the leading edge in human resources, significantly, there would be an impact on the organization’s competitive advantage and success (HKU, 2006).
Competing the Challenges in the New Human Resource
The human capital is facing the different challenges and uncertainties wherein the economic trends and competitive market bids. Most of the changes follow in the action of the organization in privatization, mergers and acquisitions, and other transformation that would greatly create an impact in the human resource department. The transformation of the department is expected to contribute more solution than problems in the company and its wide issues. The value of the workforce in placed under the department that entirely concerns and focuses to the key internal issues relating to the perception of each individual in the changes and the image of the organization in terms of its image in the market. Jointly, the business and the people build competencies but the role of the people is much valued. The role of HR, its relationship with the staff and the top management is always in the matter of communication. The continuous development of the HR is reflected on its activities and developing strategic functions as it proves that the department is an essential partner for the pursuance of the organization towards its success. Aside form the basic attribute and function of the HR such as attracting and developing the high caliber of the staff, he HR is endlessly committed in crafting different strategy. And the role of the HR manager links and shapes the entire department to the business goals (Owen, 2005).
Conclusion
The human resource in today’s situation is promising the efficacy through the adopted role of strategic model. The HR management is attempting to create other options in making the human capital be effective ingredients in the organization’s formulation success. Through the help of the SHRM, many experts predict that an organization can entirely prove its uniqueness in the industry.
References:
Cowie, B., 2009. The Strategic Human Resource Management Model [Online] Available at: http://highered.mcgraw-hill.com/sites/dl/free/0070951764/447763/Chapter01.pdf [Accessed 03 March 2010].
HKU, 2006. Strategic Human Resources Management: Achieving Corporate Strategic Goals & Competitive Advantages, HKU SPACE Admiralty Learning Centre [Online] Available at: http://hkuspace.hku.hk/brochure/ep87-118-00.pdf [Accessed 03 March 2010].
Owen, V., 2005. Strategic Human Resources Management – Transforming HR from Cost to Benefit [Online] Available at: http://www.interimsfd.com/StrategicHRMSeminarLagos.pdf [Accessed 03 March 2010].
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