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Strategic Human Resource Management (SHRM) - Essay Example

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running head: Strategic Human Resource Management Strategic Human Resource Management Submitted to: [Pick the date] Strategic human resource management has been a contemporary concept that highlights importance of human resource managers and executives in today’s robust world…
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Strategic Human Resource Management (SHRM)
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"Strategic Human Resource Management (SHRM)"

Download file to see previous pages This is precisely the reason why we have witnessed a shift from bureaucratic approach from the beginning of 19th century, to humanistic approach. While performing literature reviews and discussion with HR/ HC executives to understand strategic human resource management, I have found that SHRM gives a quantifiable value to contributions made by HR teams and helps them develop HR architecture and workface that aliens well to organizational objectives, giving rise to a competitive advantage. Careful analysis of strategic HRM reveals that human capital management is mandatory for today’s rapidly changing environment. In my view, the pace shown by today’s organizations and enterprises demand a fast-responding HR management teams that can alter the orientation of human capital with reference to organizational goals. This analysis of today’s human resource management practices had made me develop an understanding of this basic concept of strategic HRM. Through literature review and practical observations, I have observed that SHRM gives a new direction to traditional administrative role of HRM. It is about alienating the role and behavior of the workforce in a manner that corresponds to organizational objectives, mission and vision (Vosburgh, 2007). This is precisely the point where the concept of HR business partnership emerges. Going through present theories and thorough discussion with some of HR acquaintances has helped me develop an understanding that HR business partnership needs capital investment which is a sole decision made by organizational leadership. Without knowing the return on investment, it is difficult for management to provide funds for future developments. Here, SHRM emerges as the crutches that today’s weak Human capital managers need. This concept helps HR managers to analyze the value that they can bring to the business like other strategic functions of the organization (Scott-Jackson, 2009). Further discussions with HR executives helped me gain more insight of SHRM theory. In my view, SHRM defines a road map for HR executives via whom they can devise tools for acquiring and retaining suitable human capital that is well-versed with organizational practices and owns suitable skills set inventory. In addition to that, it is also important to ensure that this human capital is provided with necessary extrinsic and intrinsic benefits in order to keep them motivated. Where HRM has core responsibility of above mentioned functions, SHRM moves one step forward by devising frameworks through which HR systems and practices can actually assist organizational leaders in enhancing organizational performance and development. Hence, in my view, SHRM is a tool for gaining a competitive advantage that allows organizational management to achieve its business targets in an effective manner (Becker & Huselid, 2006). This understanding of SHRM function made me perform further analysis of the techniques used or suggested by today’s executives for achieving the objectives of this new regime. In order to gain this understanding, I performed a thorough analysis of various organizational models and live case studies. Through this research, I came to know that the foundation of SHRM is an understanding of the organizational objectives and goals in financial terms (Becker & Huselid, 2006). Once these concrete figures are available, HR executives are required to present HRM ...Download file to see next pagesRead More
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