What is strategic human resource management and what is HR's role in strategic management planning process - Essay Example

Strategic Human Resource Management The term Strategic Human Resource Management (HRM) is used to denote the process that outlines how an organization will be able to attain its aims and objectives with the help of people and with the implementation and merger of strategies related to human resources as well as activities and policies of the human resources. Strategic HRM is used to conduct a review that is strategic in nature and in this review the context of the organization is taken into consideration along with the ongoing practices of human resources (Armstrong 35). This helps in the development and selection of strategic plans that are linked with the strategies of the human resources. Strategic HRM even includes the process of making strategy related choices and the development of priorities of different strategies. In basic terms, Strategic HRM revolves around the amalgamation of the strategy of both the company and the human resources so that HR strategies result in the attainment and implementation of the company’s strategy.
It is more commonly practiced that the human resources department plays a major role in the implementation of the strategic plan. On the other hand some organization do consider HR’s role as an important one in the development of the strategic plan. While devising a strategic plan an organization needs to perform an internal assessment in various areas of the organization including the human resource aspect of the organization. The organization even performs an external assessment in relation to human resource management. While performing an external assessment an organization needs to focus on whether there are opportunities and threats related to human resources (Bernardin 116). For example: an external analysis may reveal that there is a threat to the organization because of shortage of laborers who can work on process of manufacturing denim clothes. The external assessment may even help in identifying opportunities such as an increase in number employees being laid off and these employees have the ability to handle denim manufacturing processes.
After conducting the external assessment, the organization turns to conducting an internal assessment in the context of human resources. For example: a denim manufacturing organization identifies that there is an increase in demand for denim. In relation to that opportunity the organization may conduct an internal assessment regarding whether the organization has the required human resources who are capable of handling denim manufacturing processes such as sewing. If the organization has employed individuals who can handle those processes, this would be considered as strength. If the organization identified that they do not have the required human resources then the organization will be experiencing a weakness. If the organization is experiencing a weakness they might not consider the opportunity of increasing in denim clothes as a strategic choice or they might consider this as a choice and in order to cover up their weakness and translate it into a strength, they might plan or make a strategic choice of hiring employees who are being laid off. This means that human resource has a major role in the entire process of planning and making strategic choices.
Works Cited
Armstrong, Michael. Armstrongs Essential Human Resource Management Practice. 1st ed. London: Kogan Page, 2010. Print.
Bernardin, H John. Human Resource Management. 1st ed. New Delhi: Tata McGraw Hill, 2007. Print. Read More