1. Welcome To A Session On Strategic Human Resource Management

2. Definition of Strategy
A strategy is a way of doing something. It is a game plan for action. It is usually includes the formulation of a goal and set of action plans for accomplishment.
It implies consideration of the competitive forces at work in managing an organization and the impact of the outside environment on organization actions.

3. - Von Neumann & Morgenstern
Strategy is analyzing the present situation and changing it as necessary. incorporated in this finding out what one’s resources are or what they should be.
-Drucker
“ Strategy is a series of actions by a firm that are decided according to the particular situation.”
- Von Neumann & Morgenstern

4. Human Resource Management
HRM is concerned with the people dimension of management. It is a process of acquisition, development, motivation, and maintenance of human resource of an organization.
“The field of HRM involves planning, organizing, directing, controlling functions of procuring, developing, maintaining and utilizing a labor force.” M. J. Jucious

5. Definition of Strategic HRM
Strategic human resource management may be define as “a set of action moves crafted or to be crafted for discovering, developing, maintaining and utilizing human resources of an organization.”
In addition strategic HR means accepting the human resource function as a strategic partner in the formulation of the company’s strategies as well as in the implementation of those strategies through human resource activities such as recruiting, selecting, training and rewarding personnel.

6. Strategic HRM is a strategic approach of procuring, recruiting, maintaining, and utilizing human resource. “Strategic HRM is the process of acquisition, development, motivation & maintenance of human resource crafted or to be crafted for discovering, developing, maintaining and utilizing human resource of an organization”

7. Principal Function of SHRM
Human resource planning
Personnel selection and staffing
Organization and job design
Career development
Organization development
Training and development
Research and information
Labor relations
Employee assistance and support
Compensation and benefits administration.

8. Characteristics of SHRM
Recognition of the outside environment
Impact of competition
Long ranges focus
Choice & decision making focus
Consideration of all personnel
Integration with corporate strategy

9. Difference between SHRM & Personnel Management
The major differences between SHRM & personnel Management are briefly discussed in the following table.
Dimension
Strategic HRM
Personnel Management
1. Planning & Strategy formulation
Participates in formulating overall organization at strategic plan and aligning HR functions with company strategy.
It involved in operational planning only.
2. Authority
Has high status and authority for top personnel officer
Has medium status & authority
3.Scope
It concerned with all managers and employees
It concerned primarily with hourly, operational and clerical employees
4. Decision making
It involved in making strategic decision
Makes operational decisions only
5. Integration
It fully integrated with other organizational functions
Has moderate to small integration with other organizational function.
6.Coordination
Coordinate all HR activities.
Does not coordinate all HR functions.

10. Management Guidelines
Determine corporate strategy
Integrate with other strategy
Flexible and ready
Involve with strategy formulation
Consider all employees
Consider out side environment
Sense about environment
Project consequences
Match with strategy and labor market

11. Book Reference Book Name: Strategic Human Resource Management
Edition : Second
Written By: Jeffry A. Mello

12. Thank You
for
Attending the Session