How do the HR Strategic Management affects the organization ?

In my approach towards optimal performance, I  reflect this concept into my management/professional services touching the entire organization including and not exclusive to HR. This approach which I call (Alignment+) exceeds pure alignment to move into full automation, integration and optimization of the entire corporate performance model.   This is a2-phase process which aligns all departments/functions (including HR) to the corporate strategic direction, and moves down to each and every department to align the different entities down to the employee level with the departmental strategy which is already aligned (through phase-1) with the corporate-level strategy.

Human resource management is the effective use of human resources in order to enhance organizational performance.”

Objectives: Maximize the return on investment from the organizations human capital and minimize financial risk.

To align the capabilities and behaviors of employees with the short- term and long-term goals of the retail firm.Strategic of Human Resources Management

to do above all HR Strategy is very important

Mohsin

Strategic human resource management (strategic HRM, or SHRM) may be regarded as an approach to the management of human resources that provides a strategic framework to support long-term business goals and outcomes. The approach focuses on longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need. It is necessarily dependent on the evolving nature of work itself: our Megatrends research explores some of these recent key trends.   This interpretation of strategic HRM is followed in Strategic HRM: the key to improved business performance which includes comprehensive coverage of the various definitions and approaches to HRM, strategy and strategic HRM. It states that strategic human resource management is a complex process that is constantly evolving and the subject of ongoing discussion by academics and other commentators. Its definition and relationships with other aspects of business planning and strategy are not absolute and opinions vary. 

The issue of strategic HRM initially came to prominence during around the early1990s, at which time academics developed definitions of strategic HRM as:

• The undertaking of all those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of business.
• The pattern of planned human resource deployments and activities intended to enable the organisation to achieve its goals. 

I say that HR sets the foundation of any organization's success or failure.

The foundation stone is 'putting right people at right place' which is one of the core function of HR.

If this is handled professionally and effectively rest will come by itself.

Good HR Department is the life of the organization and the workforce, convey good message to follow the policies and plans as per the prescribed standards and at the same time vigilant all the time to keep the functions and human relations going smoothly.

HR Strategic management affects big time. they decide the right way to take a company forward,when they choose the wrong plans its basically affects the company's strength. its very important to have the right person for the right job. performance ,planning , selection and all other activities should be taken well by the HR department,

Strategic HR management should help the organisation to achieve its goals. To be strategic HR should be proactive and not reactive. It must use the data available to predict the future and to advise Management on opportunities and possible treads. We have to interpret the data and link it to the organisational goals.