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Proactive management of the employees of a company or organization. Strategic human resource management includes typical human resource components such as hiring, discipline, and payroll, and also involves working with employees in a collaborative manner to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer.
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Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole. HR departments that practice strategic human resource management do not work independently within a silo; they interact with other departments within an organization in order to understand their goals and then create strategies that align with those objectives, as well as those of the organization. As a result, the goals of a human resource department reflect and support the goals of the rest of the organization. Strategic HRM is seen as a partner in organizational success, as opposed to a necessity for legal compliance or compensation. Strategic HRM utilizes the talent and opportunity within the human resources department to make other departments stronger and more effective.
Strategic human resource management is designed to help companies best meet the needs of their employees while promoting company goals. Human resource management deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration. Human resources may also provide work incentives, safety procedure information, and sick or vacation days.
Strategic human resource management is essential in both large and small companies. In small companies, this may be as simple as the owner or manager taking a little time every day to observe, assist, and assess employees, and provide regular reviews. Larger companies may have a whole department in charge of human resources and development. By meeting the needs of the employees in a way that also benefits the company, it is possible to improve the quality of staff members. Taking the effort to provide employees with the tools they need to thrive is worth the investment.
strategic human resource management is to: Advance flexibility innovation, and competitive advantage. Develop a fit for purpose organizational culture.etc
The management of a wide range of responsibilities relating to the human (employees) function within a business, in order to increase both the employees' and organisational efficiency.
The main role of strategic HR Department is to link the organization's strategy and long term objectives with all HR functions, starting with HR Planning, Organizational Design, Compensation, Recruitment, Performance Management, Succession Planning and HR Development. All these functions need to be managed in a way that services the end objective of the organization.
Strategice Human resouce management is all about, managing, recruiting, selecting, training and providing all resources for compnay such as human sources within company hiring, from market, and developing and training for upgradation of employees for vacant post at lower cost.
Human Resources Management (HRM) requires a lot of planning, but is mostly about "nuts and bolts", focusing on details. Strategic Human Resources Management (SHRM) deliberatly looks at the big picture, and in particular looks to the future. Things like succession planning, consequences of global economic and technological trends as they relate to the organisations future HR needs, and new market penetration would be areas of SHRM that might be overlooked by someone doing only HRM.
